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The advent of every business evolution has been accompanied by proclamations that the need for effective leadership has never been greater. Think about the significant shifts that redefined the workplace in each of the past five decades.
1970s: Compliance and Regulation—Equal Employment Opportunity, Occupational Safety and Health Act, Affirmative Action, Employee Retirement Income Security Act. 1980s: Strategic Emergence—Performance management systems, early HR technology (e.g., HRIS), employee assistance programs (EAPs). 1990s: Talent and Culture—Employer branding, global HR operations, increased focus on diversity and inclusion. 2000s: Flexibility and Digitization—Talent management systems, employee engagement initiatives, work-life balance programs, and flexible work arrangements. 2010s: Experience and Analytics—Employee experience design, people analytics and workforce dashboards, evolution of DEI strategies. 2020s: Agility and Sustainability—Hybrid work models, organizational focus on wellbeing and mental health, skills-based workforce strategies, AI integration in HR functions.
One thing is true of each new era: Many organizations struggle to develop leaders who can truly meet the moment.
Why leaders are struggling
Despite the billions spent on leadership development each year—the global corporate leadership training market is projected to be worth more than $72 billion by 2032—we still can’t seem to get it right.
A recent study by the Institute for Corporate
