Research shows leaderships skills as highly inadequate – and leadership gaps are consistent across countries, organizations and levels in the organization. Have you seen lack of leader skills where you work? If so, read on …
The Center for Creative Leadership surveyed 2200 leaders for 15 organizations in three countries between 2006 and 2008, and found 7 keys that could transform your workplace. 
Seven competencies are named as most urgent for success now and in future:
1. Lead people – Leaders lack skill in directing and motivating people
2. Strategic planning – Leaders lack skill to transform vision into doable strategies.
3. Manage change – Leaders lack skill to facilitate effective organizational change
4. Inspire commitment – Leaders lack skill to recognize and reward talents.
5. Resourcefulness – Leaders lack skill to work effectively with top management
6. Do what it takes – Leaders lack skill to persevere under adverse conditions.
7. Learn quickly – Leaders lack skill to learn new technology and effective business approaches
The survey showed that “today’s leaders are not meeting the demands of their organizations. Do you see a similar leadership gap where you work? If so, why not survey several or all workers to discover what’s toxic and what’s well – as you lead innovation with the brain in mind.
Not surprisingly research also shows that future-focused leadership brings innovation. It’s become evident that CEOs who focus their attention on future events and external activities lead their firms to early adoption and invention of new technologies and faster development of innovations.
Interested in brain based solutions to leadership gaps:?
1. To lead and motivate people – successful leaders model innovation and allow the magic of mirror neurons at work to ensure no brain is left behind.
2. For strategic planning – effective leaders transform vision into doable strategies by gathering and valuing input across differences.
3. To manage change – top leaders facilitate effective organizational change by surveying first to determine organizational brainpower.
4. To inspire commitment – successful leaders recognize and reward talents by facilitating innovative brainpower in others.
5. To ensure resourcefulness – effective leaders work with top management to capitalize on brain-powered workplace culture.
6. Do what it takes – Leaders persevere under adverse conditions when they view reality as Einstein saw it and persisted.
7. Learn quickly – Leaders gain skill to learn new technology and effective business approaches each time they renew with the brain in mind.
What new brain facts would transform your mental leadership barriers into brilliant stars to inspire others where you work? Ready to tackle the delights and challenges that accompany leadership renewal with the brain in mind?
YOUR TURN! Join our Brain Based Circles! Would love to meet you at any of the following!
Brain Leaders and Learners Blog
Mita Brain Center Facebook
efweber on Pinterest
@ellenfweber on Twitter
ellenfweber on Instagram
Ellen Weber on Google+
Ellen Weber on LinkedIn
Created by Ellen Weber, Brain Based Tasks for Growth Mindset
Very useful information. Thank you sincerely. I am interested in many related topics.
Interesting – and thanks Michael. I was especially interested in your addition of the ability to build something that outlives a leader, since that ties into innovation. It seems to me that it also requires facilitation of others to work with one’s innovative ideas. Do you agree?
Leaders who build things greater than themselves tend to see innovation as part of real world solutions. What you advocate here for leaders, appears opposite the current craze for personal branding – which often tends to translate into “preposterous ego.”
Thoughts?
Great post!
I would also add the ability to build something that outlives them. The problem with most charismatic or great leaders is that if they die, or move, or leave the thing they built die, moves, and leaves with them.
Leaders that know how to build something greater than themselves are the best, in my mind.
Wow – Lissa, you always say it best when it comes to leading – and that’s likely because you do it best.
Just yesterday I was talking to an organizational leader who wanted change but feared the old guard would never permit it to happen.
We just returned from working with a large organization and amazing leaders who have begun to take the risks for dynamic change. Already it’s paying off! People come to work with new zip – and amazingly new exhilaration for innovation and productivity!
Like you I’ve enjoyed Secretan and lately I’ve been impressed with Block’s new book on “community,” and the ways we can engage one another mutually rather than as top down. That’s how we run the MITA International Brain Center – and for us LEARNING IS DAILY. Thanks for adding your own wisdom today! Could it be the beginning of a new day?
So interesting, but not all that surprising. What it is, and what it means, to lead seems to be evolving, so it makes a great deal of sense that leadership skills would be in flux as a by-product.
Fascinating – isn’t it – how future-focused (or vision oriented) leadership depends on clear, actionable steps here and now to generate desired innovation? Our research shows the same thing – that today’s leaders must develop the capacity to draw and focus upon their vision of the future while acting in the present and helping others learn to do the same. Collaborative action seems also to be becoming a necessity – not something all old-style leaders find easy.
It’s like living with a foot in both worlds, and being the bridge between them, while loosening up or letting go of our old ideas of ‘control’.
Any chance you’ve tapped into Lance Secretan’s work on Leadership? http://www.secretan.com Brilliant stuff…