Business and public service leaders who are fully prepared to run global organizations are in short supply and in demand more than ever before. Many organizations are concerned that their "next-in-line" group of talent may not be ready for a volatile-uncertain-complex-ambiguous (VUCA) world!
This VUCA world of work is certainly changing at a pace that requires new ways of thinking and new ways of operating, including how we manage talent and resources.
It is a mistake to believe that some individuals are born with superior leadership talent and that we simply need to identify and rank them to fill our talent pipelines. Leaders are developed, and global leaders need experiences that challenge them in their growth.
Consider the perspective of those at Accenture and Qualcomm.
Will your company be ready? Does your company offer a leadership development program? Is it only for the high potentials?
In a global market, it is essential that company executives meet the growing demands of an international workplace. Leaders need to be equipped to navigate different languages and cultures, in addition to the traditional demands that come with leadership roles. Yet most employees are not being trained for leadership roles until late in their careers. According to a study by leadership development consultancy Zenger Folkman, the average starting age is 42 for entrants in company-sponsored leadership development programs. Fewer than 10 percent of participants in these programs were under 30.