Skip Reardon of Be Excellent provided a pointer to this interesting research looking at the leadership priorities that will take shape next year, according to a forecast by global consulting firm BlessingWhite. Leaders will focus on the following issues in 2007, according to the forecast:
- Executive Self-Development Expectations of leadership have risen well beyond the capabilities of most senior executives and fostered renewed interest in self-development. The best leaders grasp that they need to be compelling and inspirational.
- Correcting Cultural Corruption Greater emphasis will be placed on organizational audits and culture scans in order to avert ethical problems. Effective leaders will focus on building organizations that comply with regulatory requirements while at the same time working to create a culture that operates with ethical intent at every level of contribution.
- Re-emerging Focus on Retention As a key means of retaining high-value contributors, greater stress will be put on understanding the need for employees to do work that is meaningful to them. To attract and retain talent there will be greater emphasis on demonstrating trust and leadership credibility.
- Driving Productivity Through Engagement Employee engagement will continue to be a pressing concern, and those responsible for leading will need to pay close attention to not only the level of employee satisfaction but also the degree of contribution.
- Connecting Individual Contribution to Strategy There is a lingering gap between employees knowing their organization’s business strategy and recognizing their own role in it. Closing that gap will help improve engagement, productivity and profitability.
- Inspiring All Generations Most organizations today were built by and for baby boomers, and there is a growing disconnect between younger employees and senior management. The corporate clock is ticking, and the pool of available talent is shrinking. Senior management must learn how to engage people of all ages, leaders at all levels need to understand the divergent interests of employees of different ages and flexible HR practices must be employed to motivate people to stay longer and grow into mutually beneficial roles.
- Developing Leaders for Short — and Long-Term — Needs Most organizations realize they do not have enough strong leaders in the pipeline, hence the urgent emphasis on leadership development and succession planning. Because global competition is so intense, organizations must not only identify future leaders but also have a pool of qualified leaders who may be quickly redeployed. There is no time for learning on the job.
Technorati Tags: Leadership, Management, Development, Business, Research, Engagement, Strategy
Related posts:
Debashish Brahma
John Riley
uberVU - social c...
Atsu23 (Atsu Sakaki)
Calvin Bacon
Cassandra
Christine Polewar...
dagnabbit_ (auburn)
davidburkus
donna wells
{ 1 trackback }
{ 0 comments… add one now }