There is a feeling that Leadership Development has become too individually focused and elitist, often residing in a person or a specific role, and this has contributed to a noticeable growing transition towards viewing leadership as a collective process that is spread throughout networks of people. To facilitate this transition, businesses need to stop identifying individual leaders and instead, shift focus towards creating an environment and culture in which great leadership can develop and thrive.
Across borders
An important factor in shaping the leaders of tomorrow will be the need for a truly global approach. Businesses and markets are becoming ever more global in reach and outlook and similarly the movement of talent is also no longer limited by national boundaries. The commercial world is increasingly open and interconnected. Leaders now need to communicate across borders and also have an understanding of cultural diversity and varying sensitivities in the different regions that they operate in. We see that a more global approach to leadership in specific Leadership Development programmes does not only lead to a better understanding of other cultures and mindsets; it results in a more inclusive leadership style too.
Embed a commitment
One Top Employer, a financial services group, has embedded great leadership as part of the Employee Value Proposition (EVP), establishing the link between it and great careers, culture, rewards and recognition. This approach can thrive in a business founded on strong values and commitment to diversity, inclusion, mobility and fairness, offering learning experiences that inspire and empower. With EVP playing such an important role in the attraction and retention of talent for organisations, the opportunity to embed a commitment to great leadership from the start of the employee relationship sends a positive message and can be a differentiator in the recruitment market.
Identify ket characteristics
A participating FMCG company from Africa clearly distinguished between management and leadership, identifying the key characteristics that define each, and looked for these in new hires at all stages of their careers. Behaviours expected in leaders were clearly defined and collectively communicated, so that everyone understood what was expected of them. Examples of this were to view management as coping with complexity and leadership as coping with change, or differentiating between management that achieves results through organisation and staffing and leadership that creates and communicates a vision, aligning people with the core business plan.
Six key trends
'Collective leadership'is one of the six key trends we have identified in the Leadership Development report. These six trends are shaping the future of Leadership Development and influencing the approach of many global businesses.
Each trend signals a move towards a more collaborative, collective and inclusive approach at a business level, while also placing more responsibility and decision making in the hands of the individual to self determine their own development.
Download the full Leadership Development report to learn all about the current trends in Leadership Development and how organisations deal with these trends in their business processes.
