The End of Leadership*

Houston, we have a problem (in the problem are the seeds of opportunity!). We have a problem in America, which implies we have a problem globally. More specifically we have a leadership crisis. The real and perceived decline in America’s global influence can be tied directly to leadership and leaders, and the associated policies and grand strategies they propagate. And we are being challenged by China and Russia. In this context, our most urgent and important need is to develop leaders of character, competence, commitment, and courage. We are looking for government leaders, and industry as well as in our states and local communities. Bennis (1989) noted the same point nearly a half-century ago, suggesting that leadership is the greatest need. The challenges facing societies, communities, and organizations are complex and challenging, and there is a demand for leaders who will transform the organization for future success while simultaneously delivering performance today. We live in an era of rapid change and great complexity. We long for our former glory days. We yearn for the opportunity to resolve disputes through thoughtful speech and evidence instead of vitriolic voices and violence. To a large extent, we are witnessing the “dismantling of hierarchy”[2]?which manifests itself in organizational design, our institutions, and communities and is largely a reflection of decreasing social norms. This “dismantling” manifests itself in other ways, including how we communicate. An example of “dumbing down” is how “mobs,” or at a minimum the tyranny of vocal minorities and majorities, work. They seem to drown out thoughtful responses and reason. And, as one author noted, “When (that behavior) is left unchecked it will destroy not just speech but the rule of law itself.” Anger and divisiveness have replaced dialogue and understanding. We have forgotten that “societies become better not by factional triumphs or the destruction of domestic adversaries, not by victorious over each other, but by a common purpose and reconciliation.”[3]?

Where have the leaders gone? We have a leadership gap.

TrainingIndustry.com?(2021)[4]?indicated that leadership training is a $366 billion global industry (yes, that is a huge number, other studies have suggested something less). And in the United States, the spending is $166B, nearly 50% of the global total. In terms of raw numbers, this means that for every working adult in the United States, organizations are spending about $1,300 per year on leadership development. And yet, as a recent Feser, Nielsen, and Rennie writing for the McKinsey Quarterly (August 2017)[5]?noted that only 7% of CEOs believe their companies are building effective global leaders, and just 10% stated that their leadership-development initiatives have a clear business impact….maybe leadership has ended? But, here’s the thing. Despite the massive amount of developmental dollars spent, there is a “leadership gap.” This gap (the difference between what we spend and the ROI on leadership development) exists because we continue to focus on the wrong thing. Most leadership development initiatives and programs are focused on developing managerial skills and personality traits.? This is leadership development from the outside in vs. the inside–out. Don’t get me wrong, these skills and attributes are important, but they are only sustainable when the foundational elements are in place. This is one reason why the ROI Leadership gap remains and opportunities are lost. To close this gap, we must recognize that leadership is first and foremost personal. The most important person that I lead is myself. As context changes, including the relationship between leaders and followers, some foundational building blocks remain constant. In every organization that I have led, the initial challenges are not about operations or change management. The first challenge is about really change leadership, starting with me and you. Being a self-aware leader is a critical first step on your leadership journey. Getting to know yourself. Being honest about your personal leadership attributes and characteristics and clearly understanding where you are right now, juxtaposed against the kind of leader you want to be in the future, is the perfect starting place….the first step along the leadership development journey. Now is the time to close the “say-do” gap. Instead of looking for the “that” leader, be "the" leader by starting with yourself.??

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[1] ** The title of a book written by Barbara Kellerman, The End of Leadership, Harper Business, 2012.

[2]?This phrase was used by Karl Moore, Forbes, Oct 2012.

[3]?Kissinger, H. Leadership, 2022, Penguin Press.?

[4]?Training Industry et al.?Size of the training industry, 2021,?https://trainingindustry.com/wiki/learning-services-and-outsourcing/size-of-training-industry/

?[5]?Feser, C., Nielsen, N., and Rennie, M.?What's missing in leadership development. McKinsey Quarterly, Aug 2017, https://www.mckinsey.com/~/media/mckinsey/featured%20insights/leadership/whats%20missing%20in%20leadership%20de

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