7 Emerging Leadership Trends – Part II

We listed 3 emerging trends for corporations in our previous post. Here, we will complete the list with the remaining 4.

4. Embracing Disruption: CCL stats show that 94% of senior executives believe innovation is important, but only 14% think that their organizations are effective at it. Companies need to retain a “young mind” regardless of their sizes. The bigger an organization, the slower it moves.

Learn from companies like Facebook, where their motto was “move fast with stable infra” (2018). Leadership needs to intentionally create opportunities for innovation to thrive in the company. They need to welcome and embrace unpredictable, ambiguous, or disruptive movements in the company. They need to see these moments as opportunities for change rather than crises to manage.

5. Kicking Glass: a stunning statistic by CCL: there are currently fewer S&P 1500 companies led by women than by men named John! But women are stepping up, for sure. A workspace that fosters women’s leadership will benefit organizations in many ways. First and foremost, it invites diversity and richness of perspectives.

Start by re-examining policies and procedures, or parts of the company culture that have an unconscious bias towards women. Long-time systems or assumptions can create blind spots for unconscious bias. Invite women to help with the process. It’s also important to help women create the right network, encouraging them to be intentional about their career growth.

6. Reimagined reviews: nowadays, many managers are aware of the need to give constant feedback instead of a one-time overloaded annual performance review. It creates more trust and communication between them and their direct reports. More managers begin to find huge benefits as they apply coaching skills in their management.

Creating a coaching culture is a healthy way to give feedback. Instead of giving prescriptive instructions, leaders initiate healthy conversations (feedback), invite employees to explore their own solutions to challenges, and provide accountability. More managers are also aware of delivering feedback that’s based on data to avoid being overly subjective. One minor point to note, however: that giving culture-sensitive negative feedback still requires a leader to have some basic knowledge of how feedbacks are received in different cultures.

7. Culture Reboot: change is constant in this age. However, stats show that 62% of organizations said that culture change is the most difficult type of organizational change to manage. It is! Familiarity in culture or structures produces a sense of security for many.

CCL provides three suggestions:

  • Make sure we have the leadership we need for the strategy we create
  • Use data to locate gaps between current & required leadership culture; invest accordingly
  • Move beyond one-size-fits-all leadership development to scale it up and engage leaders at all levels

Conclusion: some of these trends come quicker and more prevalent than others. Regardless, as you develop leaders and retain talents in your company, these trends are worth taking into consideration.

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Karen Tan

Experienced leadership and intercultural coach with a demonstrated history of empowering global leaders in both corporate and non-profit sectors. Skilled in leadership development, intercultural communication, cross-cultural living and adjustments, and transitions.

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