Global Leadership Forecast 2025 – Why would anyone aspire to lead in today’s environment?

DDI, or Development Dimensions International, is a global leadership development consultancy. Founded in 1970, DDI partners I find to be thoughtful and a great resource to leaders who are interested in the BIG picture

DDI’s Global Leadership Forecast 2025 delivers critical insights into today’s top leadership challenges, including bench strength, trust, and CEOs’ top concerns.

In it, they note that the weight of leadership has never been heavier. In a world of constant disruption, from global pandemics to the rise of artificial intelligence, leaders are expected to navigate unprecedented complexities while steering their organizations toward success.  

The old measures of leadership, focused primarily on profitability, are no longer enough. Today’s leaders must also cultivate trust and loyalty among their teams, fostering an environment where employees feel valued and empowered. This means embracing agility, promoting growth, and driving innovation while focusing on achieving business results.  

The role of a leader has become a paradoxical balancing act. They must nurture a human-centred workplace while building a resilient and adaptable Team capable of thriving in uncertainty.  

Yet, amidst these rising expectations, leaders grapple with mounting stress, eroding trust, and a dwindling sense of purpose. This leadership crisis is cyclical, as the increasing demands of the role discourage potential leaders and drive existing ones to contemplate stepping down. The leadership pipeline is thinning at a time when we need effective leaders the most.  

This begs the question: Why would anyone aspire to lead in today’s environment? Our research delves into the challenges and opportunities that define modern leadership. It reveals that organizations prioritizing their leaders’ growth and development reap the rewards of increased engagement, retention, and organizational performance.  

This report offers evidence-based insights to help organizations rethink their leadership strategies. By addressing the pain points of modern leadership and illuminating a path toward a more sustainable and fulfilling leadership experience, we aim to fortify organizational resilience and empower leaders to navigate the complexities of our changing world.

Download Your Copy Of DDI's Global Leadership Forecast

Lessons From The Buddha … Ask ‘Why’ 5 Times

The Buddha’s Upajjhatthana Sutta discourse explains that contemplating five facts can help weaken or overcome conceit, lust, and irresponsibility. The discourse suggests that contemplating these facts can help cultivate the Noble Eightfold Path.

We can take the lesson of the five facts from spiritual quests and apply it to our day-to-day leadership and management activities.  Quite frankly, we spend a lot of our day solving problems. So, turn the five Facts into the five Whys.

The 5 Whys technique is a problem-solving method that involves repeatedly asking “why” to uncover the root cause of a problem. The steps for using the 5 Whys technique are: 

Start with a description of the problem 

Ask “why” and provide a clear and concise answer 

Repeat the process until you reach the root cause of the problem 

The 5 Whys technique is best suited for simple or moderately difficult problems. It can be used in troubleshooting, problem-solving, and quality-improvement initiatives

What is 5 Whys Problem Solving?

The 5 Whys Problem-Solving technique is a simple process for solving any problem. It involves repeatedly asking the question “Why” (five times is a good rule of thumb) to peel away the layers of symptoms that can lead to the root cause of a problem. This strategy relates to the principle of systematic problem-solving.

Proper use of the technique is to help identify the root cause of a problem. (A root cause is the most basic reason that, if eliminated, would prevent recurrence.) Then, to provide a framework for a team to work through more complex problems.

Make sure that you avoid using the 5 Whys to assign blame  for the problem or to turn it into a tedious, desk-intensive project

Read more about silence and asking questions

How?

Write down the specific problem. Writing about the issue helps you formalize it and describe it completely, allowing the team to focus on the same problem. Always describe the current condition and use data whenever possible.

 For example, overall customer complaints are up by 50%.

Ask why the problem occurs and write the answer below the problem.

If the answer doesn’t identify the root cause of the problem you wrote in step 1, ask why again and write that answer down. Repeat step 3 until the team agrees on the root cause of the problem identified.

For Example:

Create a Problem Statement: IE Your company could not get the customer’s product request on time.

1st Why: Why were you unable to produce the product on time? Because the equipment failed.

2nd Why: Why did the equipment fail? Because the circuit board burned out.

3rd Why: Why did the circuit board burn out? Because it overheated.

4th Why: Why did it overheat? Because the air filter wasn’t changed.

5th Why: Why wasn’t the filter changed? Because there was no afternoon maintenance shift scheduled to change it.

Et Voila

Inner peace is found through enlightenment.

Now, go down to the shop floor and enlighten your maintenance team.

How? Read about the 4 Fs of addressing concerns with your boss, or anyone: The 4 F’s (And @#$% isn’t one) of dealing with a boss with low EI

‘The Times They Are A’ Changin’ … 9 Questions To Check If Your Team Is Ready

There is a proverb that teaches that living in interesting times is both a curse and a blessing.

Most of my clients are facing change or a looming disruption, such as the advent of autonomous and electric trucks in the motor transportation industry.

We, the leaders of organizations, invest inordinate amounts of time in looking over the horizon, divining the future and developing strategic plans to protect and defend our organization or to prepare to exploit the disruption for growth and success.

Leaders and their organizations fail to prepare their people for disruption and whatever its impact is on them, their careers, their families, and their dinner plates.

watch the article where I explore why people are afraid of change

Because the leadership has spent all that time thinking, considering, and envisaging the change, they feel like they are already living in that new place where cats sleep with dogs, it only rains at night, and it is just enough to keep the golf course green.

Our employees only see the change in the area of old maps labelled ‘There Be Dragons.’

How prepared is your organization?

Click the image to download this 9-question assessment to see if you are ready to change ….

If you are not scoring 4s and 5s across the board, your big plans are at risk of being eaten by the dragon.

I have seen battles lost, money squandered, and opportunities frittered away because we have not brought our people along.

 

Culture & Connection Resource List

I have compiled a list of videos, articles, and other resources for you to explore related to the human elements of how we come together to deliver on our strategic direction. As you immerse yourself in these resources, we invite you to reflect on the following questions:
  • What stood out for you? What lingered in your mind?
  • Where were you intrigued by what you heard? Where did you feel most challenged?
  • How did these videos challenge or affirm the way we work at CRNA?
  • What key learning are you taking away from this?

The Speed of Trust

The following resources relate to trust – what it is, how it works and how it influences our collective impact.
  1. Success (Video) – Adam Grant is an organizational psychologist and bestselling author who explores the science of motivation, generosity, original thinking, and rethinking.
  2. The Speed of Trust (Video) – Stephen R Covey is an American writer, public speaker, and author of the books: The SPEED of Trust, Smart Trust, and Trust & Inspire: How Truly Great Leaders Unleash the Greatness in Others.
  3. Turf, Trust, Co-Creation & Collective Impact (Paper) – Liz Weaver is Co-CEO and Director Learning Centre at the Tamarack Liz is passionate about the power and potential of communities to impact complex issues.)

Safe Workspaces

To build and maintain trust, we must feel safe speaking up, making mistakes, and being authentic at work. These resources explore safe workplaces – what is and isn’t a safe space, how we create them and why they are essential for us to build belonging and be exceptional in our work.
  1. How Do You Create Psychological Safety at Work? Interview with Amy Edmondson (video). Amy Edmondson is a scholar of leadership, teaming, and organizational learning and is widely known for her work on Psychological Safety in
  2. Why Is Psychological Safety Important In An Organization? (4 Building Blocks) (video). Chad Littlefield is the co-founder and Chief Experience Officer at We and Me, (www.weand.me)—an organization whose mission is to make real connections easy. Forbes calls Chad a “global expert on asking questions that build trust and connection in teams.”
  3. WorkLife with Adam Grant: Is it Safe to Speak Up at Work? | TED Talk (podcast). Adam Grant is an organizational psychologist and bestselling author who explores the science of motivation, generosity, original thinking and Rather not listen to it? You can read the transcript here: Is it Safe to Speak Up at Work? (Transcript) | WorkLife | Podcasts | TED
 

Building Strong Teams

We have learned about trust and about building safe workspaces as foundational pieces for effective teams. When we have faith and safety, we can realize the true potential of each other and our teams. The following resources invite us to think about and reflect on how diversity builds team capability, what it means to feel belonging, and how we can take a strengths-based approach for ourselves and others.
  1. The Power of Diverse Thinking | Matthew Syed (video) – Matthew Syed is an author, speaker and champion table tennis athlete focusing on high performance and the power of a growth Check out this blog article from Farnam Street: The Stormtrooper Problem: Why Thought Diversity Makes Us Better – Farnam Street (paper).
  2. Belonging, A Critical Piece of Diversity, Equity & Inclusion | Carin Taylor | TEDxSonomaCounty (video) – Carin Taylor is the chief diversity officer at Workday and is a speaker, facilitator and coach in the area of diversity, equity, inclusion, belonging, and
  3. Strengths How Employees’ Strengths Make Your Company Stronger (article) – Gallup is a global analytics and consulting company focusing on people’s work experience.

Conflict Is A Good Thing

We have a strategic direction we are headed in, and there will be times when we have differing views on HOW to get there. We must have a healthy perspective and practice conflict to move through these times. Safe, trusting and inclusive teams are spaces where conflict is welcome and a part of how we work. Conflict is a part of work. It helps us find better ways of doing our job, learn from one another, and results in innovation.
  1. The Danger of Avoiding Conflict Patrick Lencioni (video) – Patrick Lencioni is the author of 13 books and a pioneer of the organizational health He consults in the areas of leadership, teamwork, and engagement.
  2. Finding Confidence in Conflict | Kwame Christian | TEDxDayton (video) – Kwame Christian is the founder of the American Negotiation Institute and the host of the number one negotiation podcast in the world, Negotiate
  3. What is Radical Candor? (video) – Kim Scott is the author of Radical Candour, whose insight on honest conversations brings a new perspective on communication.
 

Conversations – The hard & messy kind

These resources get into our human elements’ messiest and most challenging parts. Understanding trust, safety, belonging and why conflict is part of great teams is only one part of the equation. Another equally important factor is showing up with authenticity and challenging ourselves to find the best ways forward. Below are several resources from Brené Brown to give us insight into empathy, vulnerability and rumbling (hard conversations). We have also included her tools to support us in tangible ways to have hard conversations.
  1. Brené Brown on Empathy (video) – Brené Brown is an author and podcast host known for researching shame, vulnerability, and
  2. Lets Rumble – Brené Brown (article) – How to lean into vulnerability to have hard and messy
  3. Brené Brown: Curious How To Brave? Here’s What The Research Says (podcast) – how to be your most courageous self.
When you’re ready to have the conversation, here are some more helpful resources:
  1. Dare to Lead The Story Rumble Process: A Guide for Groups and Teams – Brené Brown
  2. Dare to Lead |The BRAVING Inventory – Brené Brown

First Time Leaders

All your hard work culminated in your appointment as a leader within your organization. Quite intentionally, your company has allowed you to move beyond being a ‘worker’ to get your arms around a more significant piece of the business, learn what it means to head up a unit and take your leadership skills to the next level. Watch out, however. The world is full of failed Site-Superintendents who were once great carpenters. Many rising stars trip when they shift from being a worker to leading and, for the first time, taking responsibility for Profit & Loss and oversight of others who used to be peers. It truly is different at the top. Transitioning from a worker to a leader, you will:
  • Move from in-depth knowledge to understanding the overall organizational picture.
  • Represent senior management decisions and policy.
To find the right balance between advocating for the team and advocating for senior management, you may find these articles helpful.
  1. 5 Secrets To Avoid A First-Time Manager’s Worst Mistakes
  2. 5 Questions You Should Ask Your Team Members Every Month 
  3. Why 75 Is The Single Most Important Number You Will Ever Need To Lead 
  4. Simple Shifts – Your Checklist To Being A Better Leader 
  5. Can You Name the 9 Essential Qualities of a Leader? 
  6. Steps to Leading in A Crisis: Don’t Be an Ass
 

LEADING THROUGH SCARY TIMES

Who would have thought that a worldwide pandemic would be the least of our worries a few years ago?

The pandemic seems quaint now that Europe and the Middle East are on the verge of the Third World War.

We watch the news with fascination and horror over recent events and concerns.

I have spent time with clients, prospects, and friends, and most are deeply concerned by recent events. Many fear for their families, communities, lifestyles, and livelihoods.

In short, they are scared and living in scary times.

If you are a leader, you are responsible for dealing with scary times, for your conduct impacts not only those in your personal life but also employees.

What follows are several thoughts for leaders concerning yourself, your family, your company, and your community.

Leading Yourself through Scary Times

Your employees deserve better than you being an ass.

1)  Watch your stress – A contagious virus or an insurrection is undoubtedly something to take seriously. Nothing is gained, however, from adding stress and anxiety to the situation. It is a challenge dealing with these big hairy ugly problems that are entirely out of your control. Still, if individuals in leadership positions exhibit unnecessary anxiety or stress, one problem turns into two: the original problem and our stress level. It can be helpful to remember that few things are either as good or as bad as reported.

If you feel anxious, turn off the TV, Twitter or the radio, disconnect for a couple of hours from the relentless pounding of hyperbolic news and get outside. Distance and open space give perspective – something that is easily lost when caught up in the whirlwind.

2)  Take care of yourself – it is an excellent time to get some rest and make sure your health stays good. Eat well, exercise, and carve out some “you time” – this is not a selfish notion. It will help to ensure that your decision-making remains sound.

3)  Know that it will end – It is unhelpful to put a date on the calendar when you suspect things will be better because you have no control over that.

In the middle of crises, the world seems to shrink around us, and all we can see is the scary mess of the current situation. At those times, it is helpful to raise your chin just a bit, look out further, and remind yourself that time will move on and things will improve.  

Leading your Family through Scary Times

1) Don’t get too caught up in business – If you are a leader within your organization, you are rightfully concerned about your business and your employees. Attend to that, but don’t lose sight of your family. They may also be scared. Your kids need to see a parental role model who projects strength and calmness. Your significant other needs a full partner. You need not have all the answers – you need to be there – not just in body, but fully present with your heart, mind and ears.

2)  Be Together – Scary things can sometimes make us reassess what is important in our lives. We can often get great strength from our family and friends – and we should openly turn to them at times of stress. 

Read about being exceedingly human.

Leading your Company through Scary Times

1)  Opportunity #1 – I recently talked with a good CEO who noted that as his company has been reacting to the rapidly changing operational landscape for their business, they have come up with some ideas that should have been implemented earlier. Adversity sometimes gives us the kick in the rear needed to make changes we should have made long ago.

2)  Opportunity #2 – If you are in a leadership position, make sure to note those staff members who show up ready to help when you need it most. It is a chance to identify your real Stars – the people you want to invest in.

3)  Opportunity #3 – Do your best to treat your staff well through this difficult period. The company is under stress, but so are your employees and their families – they are scared too. You are on stage right now. Your employees are watching how you respond. Thoughtful acts of kindness and understanding will be magnified and remembered – so act accordingly.

4)  Opportunity #4 – This is a hard one, but accept there will be a financial hit. That is how the world works: things go up and down. When customers are being hit with adversity and are fearful, be as generous as you can with customers under stress. When you respond to their needs with understanding and kindness, you are taking the opportunity to improve your business relationship toward more of a full partnership. 

5)  Be the Chief Reminder Officer – More is better regarding communication. In the present situation, many will be working remotely for the first time. Don’t worry if your communication is repetitive – repetition can be reassuring. It is also okay to share concerns – your employees are not children and can deal with reality. If you fail to communicate, their imagination will fill in the gaps with fears worse than reality.

Read about being the CRO

Closing Thoughts

Watch for Emotional contagion – There is a psychological phenomenon called emotional contagion that can infect a group, a business, a town, and even a nation. It refers to a human tendency to mirror or take on the emotions of those with whom we interact. It is particularly evident when the emotion being spread is fear – and as mentioned above, fear is the emotion that negatively impacts decision-making, which is one of the most important things a leader must do. 

Humans are drawn to drama, and the pessimists among us seem odd to enjoy being on stage – those two factors make for a bad combination. You can help to stop the spread of emotional contagion  by:

  1. Being mindful of the phenomenon so you can resist it,
  2. not constantly reading the latest “news” on the concerning situation at hand from such questionable sources as your inbox, Facebook, and Twitter,
  3. staying informed, but only at reasonable intervals and exclusively from reliable sources,
  4. stop making every conversation in your day about the frightening topic,
  5. actively reminding yourself and others of the blessings all around, and
  6. graciously accepting what you can and cannot control.

You, my friends, will successfully come through this and even thrive if you focus on taking care of yourself, your family, your business, and your community.

And remember the great Canadian philosopher, Red Green, advice:

Can you be friends with people you might have to fire?

Can you be friends with people you might have to fire?

Recently I was interviewed for the Cherry Health Podcast.

It was a wide-ranging conversation about leadership, with thoughtful questions and a nice blend of humour.

Dr. Jordan asked about being friends with your team members. I paused and responded with a question of my own … Can you be friends with people you might have to fire?​

You can watch my full response below.

And I ask, what do you think? 

Can you be friends with people you might have to fire?​

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