Deloitte’s Global Human Capital Trends report for 2016 reflects the views of more than 7,000 CEOs and HR leaders in 130 countries.
In a short series of blog posts we take a look at this year’s top trends, and analyze what they mean for talent management professionals and global employees.
Leadership is a Top Priority
The challenges of leadership development are an urgent and growing trend, with almost nine out of ten executives surveyed (89 percent) rating it as a top priority.
As organizations become more team-centric and business challenges become more global and diverse, fresh challenges in leadership development are emerging.
“Organizations need to develop fundamental leadership capabilities among critical individuals and teams—capabilities that include the ability to collaborate across boundaries, conceptualize new solutions, motivate diverse teams, and develop the next generation of diverse and global leaders.”
Leadership Training is Failing
Deloitte reports that companies spent $31 billion on leadership programs last year, but 24 percent of respondents said they yield little to no value.
Only 13 percent of companies say they are excellent at building global leaders.
Only 14 percent described their company as strong at succession planning.
“Too few leadership programs are designed on a foundation of research, clear priorities, and assessments of needed leadership thinking and outcomes.”
A New Range of Leadership Skills
As organizations grow flatter and more diverse, there is a need for leadership skills at all levels of the business. This means that organizations need to identify potential leaders earlier, and help them develop a broader range of skills.
As organizational design shifts from a structured hierarchy to a network of teams, leadership skills need to be driven by a culture of coaching and collaboration, not one of command and control.
Leaders must inspire teams that are increasingly multi-generational, cross-disciplined, and multi-cultured, which requires an inclusive attitude and strong communication skills, as well as strategic thinking skills and business knowledge.
The lack of diversity among leaders remains a problem, with 59 percent of respondents
reporting little to no investment in diverse leaders, with similar findings for Millennials (59 percent) and women (49 percent).
A New Approach to Leadership Development
Deloitte recommends a fresh approach to leadership development, in both its scope and execution.
Expand the use of online tools to identify high-potential employees from around the world earlier in their careers, and provide opportunities for younger leaders to gain the skills, experiences, and insights they need to thrive in leadership roles.
Become more scientific about leadership development by identifying the skills that leaders need, and then rigorously evaluating progress as they develop.
Develop a more diverse range of leaders by moving away from a one size fits all approach to leadership development. Create a range of training packages across business, communications, and cultural skills that can be tailored to meet the specific needs of potential leaders from different backgrounds.
We took a look at the top five Global Talent trends identified by Deloitte from Organizational Design and Leadership Development, to Corporate Culture, Employee Engagement and Learning, and proposed ten actions for global talent managers to answer the call of C-suite. To download report, please follow this link.
Karine Allouche Salanon
Senior Vice President, General Manager
Pearson English Business Solutions