That’s an interim finding from the research I’m doing on how leaders are adapting to the shifting expectations of teams, customers, investors, and regulators.
What’s that mean? More on that in a moment…
From this research I’m learning more about how people are responding to the changed and changing context. What you care about, and what you’re aiming for. What you feel good about. The challenges you’re facing. And the longer-term trends at play.
Some key themes and trends I’m exploring include:
- Leadership in today’s context
- The role of purpose in business
- Digital transformation, innovation, and emerging tech
- Collaboration, workflow, organisation design, and hybrid work
- Leader, team, and stakeholder wellbeing
- How all of these dimensions fit with organisational culture, learning strategies, innovation, and managing risk
Leadership Today
For every person who believes leadership requires a formal title or authority, 49 say it’s about influence.
That’s a massive shift away from old-school hierarchies and command-and-control thinking. But there’s more…
98% of research participants see themselves as leaders – even without the job title.
80% say remote and hybrid work is having a positive impact on their teams (which challenges the return to office noise we keep hearing).
86% reported increased expectations from their teams, customers, investors, regulators, and others over the past three years.
Over half of these leaders invest their own money in professional development to progress.
What’s Driving This?
Generational changes are a key part of it. People in the 18-44 age bracket expect empathic leaders who earn respect through trust, collaboration, and impact – not just position.
The pandemic forced a remote work revolution where influence had to replace physical presence. Digital transformation also demands adaptability and influence.
Meanwhile, employee engagement remains dramatically low worldwide.
This isn’t just anecdotal, it’s backed by research from Gallup, Harvard, Deloitte, and McKinsey. My research aligns with these findings and identifies the 49:1 leadership shift.
The Challenge of Leadership
This all shows leadership is getting more challenging with rapid change and increasing expectations creating more pressure and scrutiny.
You’re probably painfully aware that we have to work it out with a lot of people watching.
Navigating complexity with increasing ambiguity and uncertainty makes us feel exposed and vulnerable to criticism as diverse stakeholders demand more.
We want our work to have purpose, be rewarding, and to really matter. But sometimes we feel like we’re not having the influence we should, and aren’t being recognised, valued, and making the progress we want.
That’s a lot. What do we do about it? To start with, I hope it motivates us all to rethink what real leadership means.
I’ll share more on how to take regenerative action at the personal, performance, and planet & place scales soon, but for now, I’d love your perspective.
Your Perspective
These are all interim findings thanks to the 220+ people who’ve already participated in my research.
If you haven’t had the chance yet, now’s the final call… and I’d love your perspective!
The survey takes less than five minutes (though some use it for deeper reflection) – and to say thanks, I’ll send you a digital copy of my book Solve Problems That Matter.
Here’s the link with the survey and more context.
How is leadership changing in your world? Are you leading with influence – or relying on your title?
