Free Essay Sample «About Future Leader»

«About Future Leader»

Over time, leadership trends have been changing with the future remaining uncertain, however, with past experiences, people have been able to predict what will be happening in the future with regard to leadership direction and leadership development. However, the ever changing complexity, uncertainty and ambiguity and volatility in the modern business environment present new challenges, not just in leadership, but also in leadership development. Consequently, new trends in leadership are developing on daily basis, and there are several likely trends are likely to emerge in the future.

First is the vertical development of leadership; over the years, people and leaders in particular have been focusing so much on horizontal development of leadership competencies and skills as opposed to the vertical development. However, research shows that such development does not really add value to leaders unless one is just starting the leadership journey. The focus now is vertical develop, where leaders learn leadership skills through their own experiences and through making sense of the world by themselves. The leaders who go through vertical development make the best leaders in the long run.

The other trend in leadership is individual driven development rather than training driven development. Over time, people have depended so much on training departments to develop their leadership skills and competencies rather than depending on their own experiences. However, as business environments change, people are becoming increasing involved in their development, out of their own individual intrinsic motivation rather than waiting for the training department. Leaders are increasing taking the driving seats to develop their leadership skills. For this reason, organizations need to stop pushing their staffs to attend courses and training they do not wish to attend, since leadership in more intrinsic. Such staffs would attend the training, but do not attain any leadership competencies.

Though many human resources departments will have relieve that individuals will take up leadership development in the future, there arises a question of who many individuals are really motivated to grow intrinsically without the organizations pushing them. With this in mind, organizations will still have to retain the role of training and developing the staffs, but they will need to transform and play the role of a developmental partner in charge of innovating new developmental structures and processes.

There is a rapid change from individual heroic leader to a collective and network leaderships. The business environments are marking a rise in the collective leadership rather than heroic individual leadership. Businesses are realizing that a single person cannot individually propel an organization to excellence, and thus, adopting networks and collective leaderships to pool together skills and ideas that will be beneficial to organizations. This is also leading to a decline in the investments organizations are making on training individual leaders and instead they are investing in the whole team.

There will also be an era of innovation in development of future leaders as existing models and programs will not remain relevant in the near future. First and foremost though, the industry needs to realize that there is need for change in the current leadership models and then allow the upcoming innovators to develop the new models. It is impressive to note that there are innovative prototypes already in progress, which aims at transforming the future leadership. These prototypes entails having programs that promote individual own development thus creating a culture of headroom for leadership.

Conclusively, the future of leadership and future leaders is increasing changing from the traditional leadership styles. People are propelling their own development rather than being pushed by the leaders. Organizations will soon realize that the bets type of a leader is the one that develops skills out of their own experiences and not just through trainings; the latter should just act as reinforcements to the intrinsic urge to be a leader.



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