Companies lack modern leadership skills
A new study entitled "Developing Leaders for a Digital Economy" reveals that even the best companies lack modern leadership skills for the digital modern era. So far, only 6 % of all companies have implemented appropriate leadership models, according to one of the study's findings....
Human Capital Media Research and Advisory Group, in partnership with Skillsoft, surveyed a total of 493 executives: 276 executives from companies with fewer than 2,500 employees and 217 executives from companies with more than 2,500 employees. Respondents work in a wide range of industries and organizations with operations in North America, EMEA and global presence. The study found that only a small proportion of companies have already elaborated or built new, modern leadership competencies necessary for digital transformation.
Three quarters of all companies are working on new leadership competencies
The fact that entrepreneurial modernity demands new approaches from managers has now been recognized in most companies. And with it, the challenge of effectively bringing these new kinds of competencies into a company. The biggest hurdles are considered to be the time required and entrenched organizational structures that are resistant to change. Digitalization and the rapid market changes it brings necessitate agile ways of working. The goal of the new leadership competencies, 98 % of the respondents agree, is to promote innovation.
Organizational changes in demand
For companies that cannot meet the necessary requirements, these issues congeal into a multi-layered conglomerate of difficult tasks. New leadership also requires new organizational structures, especially if the goal is to achieve greater agility. Because change affects both organization and leadership, and these elements are interdependent, effective development is difficult. It therefore makes sense to use experts who have experience in both areas. Interim managers, for example, are a good address for this. These interim managers, most of whom are highly trained, are confronted with these challenges in many mandates and are therefore probably the most experienced contacts for these problems.
Change and management development from a single source
It is well known that the interim management industry, which has been growing strongly for years, is largely fueled by change assignments. Far fewer companies are aware, however, that some interim managers also develop executives as needed in the course of their change mandates as mentors. Change experts can directly involve existing management personnel in the implementation of change mandates. Through practical training on specific projects, managers can be prepared for new tasks in a target-oriented manner. They benefit from the know-how transfer in the long term and can learn comprehensive organizational and personnel management skills from the interim managers in addition to change skills.
Source: SLIM Management GmbH
