Research from TalentLMS explores gaps in leadership development, finding that ongoing disruptions and rocky markets are turning up the heat on organizational leaders. On top of that, the “Great Unbossing” is thinning out middle management, piling on the pressure. Yet, leadership development initiatives are lagging.
With only four in 10 executives saying their company has high-quality leaders, it’s clear that companies are not doing enough to support their leaders. The research finds that 45% of managers in U.S. companies say their company isn’t doing enough to develop future leaders. Moreover, leadership training emerged as the most neglected initiative for building leadership capabilities.
The survey unveiled mixed sentiment: Initiatives for nurturing leaders are hitting some marks while missing others. On the upside, more than half (53%) of managers say their leaders lead by example.
Leadership development gaps are hitting companies hard. Only 8% of responses think that their company’s leadership development initiatives are effective, with 92% pointing to different areas that need improvement, including:
- leadership training programs (43%);
- developing new leadership talent from within (42%);
- transparency in selecting and promoting leaders (41%);
- identifying leadership skill gaps (41%);
- mentorship from experienced leaders (40%);
- executive involvement in leadership development (30%); and
- access to external resources and guidance (24%).
Over a third of managers (36%) are dissatisfied with the opportunities for leadership development in their companies. At the same time, a larger part (42%) is satisfied, stating that they believe their companies are on the right track. The rest took a neutral stance, suggesting mixed or uncertain experiences. This split reflects a broader trend: While some organizations are making strides in building leadership capabilities, many are still underperforming. Only 12% of managers think the leaders in their company are well-rounded and effective. Meanwhile, an overwhelming majority point to abilities that leaders are lacking, including:
- willingness to embrace feedback and learn from mistakes (45%);
- ability to lead by example and inspire trust (42%);
- self-awareness and empathy (40%);
- ability to delegate and empower others to take initiative (35%);
- openness to innovation and new ideas (30%);
- a clear vision for the company’s future and direction (27%);
- courage to take risks and make bold decisions (26%); and
- ability to build an inclusive and diverse team culture (23%).
Over a third of managers (33%) said that becoming a leader has hurt their work-life balance. While 44% haven’t felt this impact (and the rest remained neutral), a significant portion still signals a deeper issue. The pressure to deliver results and manage teams is taking its toll on some.
What’s more, 42% of managers feel their companies are now investing less in employee well-being than they did during the pandemic. This can have consequences. Without prioritizing wellness, even the strongest leaders could stumble. The message for the employers is clear: Support for leaders at all levels shouldn’t be overlooked.
