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Organizations — and individual leaders — want to avoid a discrepancy between areas of strength and areas of need; however, the data from our study indicates that organizations today are experiencing a current leadership deficit and can expect a leadership gap in the future.Today’s leadership capacity is insufficient to meet future leadership requirements.
Research findings can also help organizations address the need for leadership development in a way that is current and realistic.• Perform a needs assessment.
Identify the capabilities that managers need now and in the future to execute and sustain the organization’s strategy.
The sooner organizations understand the reality of their leadership situation, the quicker they can move to adapt by refocusing leadership development efforts and rethinking recruitment priorities.
To increase leadership capacity, organizations need to take both a strategic and a tactical approach.
The 4 most important future skills — inspiring commitment, leading employees, strategic planning, and change management — are among the weakest competencies for today’s leaders.
The leadership gap appears notably in high-priority, high-stakes areas.
• How aligned is today’s leadership with what will be the most important skills and perspectives in the future?
A leadership gap or deficit may have one of 2 causes: lack of mastery of the required competencies or lack of focus on necessary skills.
In turn, development initiatives can be aligned with the operational needs.• Develop clear, specific goals and strategies for individual leadership development.
Assess managers’ strengths and weaknesses as leaders against the core competencies identified in the needs assessment.