More than two-thirds of employees at all levels of organisations believe leadership development is either the most important or one of the top few strategic challenges facing their organisations:<\/p>\n

Which of the following best describes how strategically important leadership development is for your organisation\u2019s future?<\/em><\/strong><\/p>\n\n\n\n\n\n\n\n\n

<\/td>\n	\n Leaders<\/strong><\/p>\n (Executives\/ Senior Managers)<\/strong><\/p>\n<\/td>\n	\n Managers<\/strong><\/p>\n (Middle Managers and Supervisors)<\/strong><\/p>\n<\/td>\n	\n Employees <\/strong><\/p>\n (Non-Managerial\/ Supervisory Employees)<\/strong><\/p>\n<\/td>\n<\/tr>\n
The most important strategic challenge for my organisation<\/td>\n	14<\/td>\n	11<\/td>\n	16<\/td>\n<\/tr>\n
One of the top few strategic challenges for my organisation<\/td>\n	64<\/td>\n	57<\/td>\n	58<\/td>\n<\/tr>\n
Just below the top few strategic challenges for my organisation<\/td>\n	16<\/td>\n	20<\/td>\n	15<\/td>\n<\/tr>\n
Not an important strategic challenge for my organisation<\/td>\n	3<\/td>\n	8<\/td>\n	4<\/td>\n<\/tr>\n
Unable to rate<\/td>\n	2<\/td>\n	5<\/td>\n	7<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n Satisfaction with current leadership development processes<\/strong><\/h3>\n Between 23% and 41% are dissatisfied with the current leadership development processes being used in their organisations \u2013 a sad situation given these very processes are where leaders of the future learn necessary skills and build their capabilities in leadership:<\/p>\n How satisfied are you with the leadership development processes currently used in your organisation?<\/em><\/strong><\/p>\n\n\n\n\n\n\n\n\n <\/td>\n \n Leaders<\/strong><\/p>\n (Executives\/ Senior Managers)<\/strong><\/p>\n<\/td>\n \n Managers<\/strong><\/p>\n (Middle Managers and Supervisors)<\/strong><\/p>\n<\/td>\n \n Employees <\/strong><\/p>\n (Non-Managerial\/ Supervisory Employees)<\/strong><\/p>\n<\/td>\n<\/tr>\n Very satisfied<\/td>\n 9<\/td>\n 7<\/td>\n 12<\/td>\n<\/tr>\n Quite satisfied<\/td>\n 58<\/td>\n 48<\/td>\n 58<\/td>\n<\/tr>\n Quite dissatisfied<\/td>\n 22<\/td>\n 34<\/td>\n 18<\/td>\n<\/tr>\n Very dissatisfied<\/td>\n 7<\/td>\n 7<\/td>\n 5<\/td>\n<\/tr>\n Unable to rate<\/td>\n 4<\/td>\n 4<\/td>\n 8<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n Leadership competencies<\/strong><\/h3>\n The recipe for effective leadership is reasonably simple to follow. People working at all levels of organisations have a succinct and focused set of expectations that leaders can fulfil \u2013 if they put their minds to it. The main area of leadership competency expected of our leaders is communication, developing and coaching others and problem solving and decision-making.<\/p>\n Disappointingly, our leaders (both political and other) seem to limit the effectiveness of their communication and in doing so, they let down the people they seek to lead:<\/p>\n Looking at this list of leadership competencies, please nominate which you believe are the five most critical competencies that leaders and senior managers need to do their job well today.<\/em><\/strong><\/p>\n\n\n\n\n\n\n\n\n\n\n Leadership competencies<\/strong><\/td>\n \n Employees<\/strong><\/p>\n 2016<\/strong><\/td>\n \n Managers<\/strong><\/p>\n 2016<\/strong><\/p>\n<\/td>\n \n Leaders<\/strong><\/p>\n 2016<\/strong><\/p>\n<\/td>\n<\/tr>\n Communication skills<\/td>\n 1<\/td>\n 1<\/td>\n =1<\/td>\n<\/tr>\n Developing and coaching others<\/td>\n 2<\/td>\n 2<\/td>\n =1<\/td>\n<\/tr>\n Problem solving and decision-making<\/td>\n 3<\/td>\n 3<\/td>\n 5<\/td>\n<\/tr>\n Planning and organising<\/td>\n 4<\/td>\n =5<\/td>\n 8<\/td>\n<\/tr>\n Building relationships (external and internal)<\/td>\n =5<\/td>\n 7<\/td>\n 4<\/td>\n<\/tr>\n Teamwork<\/td>\n =5<\/td>\n =5<\/td>\n 9<\/td>\n<\/tr>\n Strategic thinking<\/td>\n 7<\/td>\n 4<\/td>\n 3<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n So how about it leaders? <\/strong><\/h3>\n How about working to fulfil the expectations people have about your leadership and ensuring it impacts on them positively? Thinking about and acting in accordance with the competencies expected of you will grow your leadership skills and develop quality leaders for the future.<\/p>\n Given the critical importance of leadership development, you owe it to the next generation of leaders to do it well, be the example they should follow and help them to learn how to do it better in future \u2013 not just do what it takes to retain the formal leader role or title.<\/p>\n","protected":false},"excerpt":{"rendered":" As we sit in the throes of one of the longest-ever Australian federal election campaigns with both major and minor parties trading insults and engaging in scare-mongering, the question that is begging to be asked is; \u201cWhere\u2019s the leadership in all the froth and bubble?\u201d Each year, the Leadership Employment and Direction (L.E.A.D.) Survey\u00a0 highlights […]<\/p>\n","protected":false},"author":2,"featured_media":32062,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"ngg_post_thumbnail":0},"categories":[2,4,5],"tags":[],"yoast_head":"\n\n\n\n\n\n\n\n\n\n\n\n\n\n\t\n\t\n\n\t\n\t\n\t\n