Prompted by this idea, CCL posed a set of questions on leadership and leadership development in 2012 via an online survey to business, government, nonprofit and education leaders. Other skills in demand 20 years ago but not as much today include confidence and resourcefulness. These competencies should be assessed as part of the recruitment and hiring process and further developed as part of a leadership development process initiated early on for entry-level employees.
Looking at what survey respondents believe will be most important in the future provides insight into what necessary skills may endure over time, and the data underscores the importance of several skill areas (Figure 3). Youth in today’s workforce seem well-poised in terms of many competencies important for leaders 10 years from now, as well as those needed now. Respondents also agree on the competencies they would like to see developed in young people. Survey respondents also expressed concern about potential leaders not getting the development needed to thrive in a difficult future.
However, the highest-frequency choice was technical mastery — a competency not among the top five today.
While learning more about themselves and their leadership skills is seen as valuable at any age or career stage, they recognize ways they could have used leadership knowledge and enhanced self-awareness during their younger years, and the added value that might have accrued from building a learning orientation early on.
The survey explored when young people should be exposed to leadership development, what leadership qualities managers want in young people entering the workforce and what excites and concerns managers about young people they employ. These skills can be developed early in life or career through experiences on diverse teams and on projects with a global focus.



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