The blend of executive leadership skills is changing. But the evidence suggests that many c-suite leaders and investors are failing to acknowledge the shift. According to Robert Half’s Boardroom Navigator 2023, leadership experience, strategic thinking and project management are being prioritised above ESG and diversity, agility and creativity, and even emotional intelligence.

While modern leadership calls for experience, a clear head and organisation, it requires other skills, too. ESG is set to dominate boardroom thinking – and will define executive careers – in the next decade.

Related: Robert Half and Protiviti publish global ESG report

Businesses also face a shortage of skills. To attract people, especially the younger generations, businesses must consider the importance of DEI.

Promoting women – and people from ethnic minorities – into leadership roles will boost the number of potential candidates;, alongside a range of interests and backgrounds. This also means, however, that leaders need to develop an understanding of managing a multigenerational workforce, and the importance of creating interaction between these groups.

Executive leadership teams which understand people’s backgrounds, interests, and experiences – and combine them with other characteristics – will deliver change, develop creative thinking, and improve their decision making.

Related: How can you make a difference when it comes to differences?

In the age of multiple crises, executive leadership development will require depth and breadth, so how can aspiring leaders develop the range of skills they need?

  • Take part in active learning. Engage in debate and problem solve with colleagues to deal with novel situations and develop innovative solutions.
  • Learn to fail and handle defeat. Encourage a psychologically safe environment which allows innovation and for everyone to make mistakes.
  • Seek dialogue. Aspiring leaders should go through everyday life with the maxim: ‘Everyone in the world knows at least one thing that I don’t.’
  • Say no to micromanagement, allowing autonomy and trust to develop with the right support.
  • Job rotation will help to develop experience and understand how departments are run.
  • Empathy, listen like a leader ‘LLL’, and social competence are becoming more important; leaders need to work through and with others – and be open to new things.

Related: What to look for in a new senior leader

While experience will always matter, aspiring leaders with an eye for ESG and DEI can come from anywhere in an organisation. They will assist in the development of their businesses and a better understanding of global trends. This will help them to navigate major crises, deliver change and, most importantly, lead their colleagues with care and compassion.

 

To read Robert Half’s Boardroom Navigator report and find out more about current attitudes towards succession planning and onboarding, click here.