Three key features of tomorrow’s leaders2021-01-27T12:37:10+01:00

Three key features of tomorrow’s leaders

The pandemic has forced business leaders to adapt the way they manage their teams. Changes forced by the unprecedented emergency might be, under certain conditions, beneficial. Here are some qualities of a post-covid leader that will change the practice of managing teams for good.

Before the pandemic, the world was struggling with the leadership crisis. Global Leadership Forecast 2018 showed that only 42% of leaders think their organization’s leadership is of high quality. According to Gallup’s meta-analysis on team engagement and performance, 85% of employees globally are either not engaged or are even actively disengaged at work.

The pandemic might be the impetus to reshape the way leaders perceive their role. These lessons won’t be forgotten. Here are three attributes of top talent leader of the future:

Agile thinking

The lockdown forced leaders to be more flexible. With rapid changes all around them, leaders had to learn how to be more responsive and better adapt to the teams’ and stakeholders’ needs. Being a good agile leader means finding the balance between not being too restrictive with the boundaries and giving the team enough freedom. It’s essential to show confidence in the team and ensure psychological security. Agility also means that you are able to let go of what doesn’t work and try another approach.

For many CEOs, switching to this new working model wasn’t easy. But as UN Assistant Secretary-General Kanni Wignaraja said: “This is not the time to be reticent about change and what it may bring. Not everything will go back to what it was, and we won’t be doing all the same things that we were doing before”.

According to the Business Agility Institute, agility results in increased revenue, higher levels of business, faster turnaround times, and higher-quality offerings. Nevertheless, Business Agility Report from 2019 found that most organizations rated their current business agility maturity relatively low. There is a high chance that in 2020 those numbers will surge, and, even after the pandemic, the agile model will be the new leadership standard.

Global mindset

During the lockdown, most companies have developed strategies and procedures for sufficient remote work (you can read more in this post). The pandemic also forced CEOs to be more open to new markets and business solutions. It created a completely new mindset where both employees and customers may be acquired worldwide.

Leadership across cultures and countries will be a necessity in not-so-distant future. To possess top talents, recruiters might be more open to hiring remote workers. The leaders of tomorrow must be prepared to navigate between the needs of remote and office-based teams with different cultural backgrounds.

Emotional intelligence

According to the annual study, The State of Workplace Empathy, “More than 90% of employees, HR professionals and CEOs said empathy was important every year since 2017”. While in the past it was easy to speak of the benefits of empathy, it has now become a necessity. You simply must be empathetic to cooperate with your team. Being able to actively listen and support team members has been a crucial ability to overcome challenges connected with the lockdown and social distancing.

As Gallup data shows 76% of employees experience burnout at least sometimes and, according to study done by Udemy, “72% of employees are worried that the ‘New Normal’ caused by COVID-19 and the resulting economic uncertainty will have a long-lasting negative effect on their quality of life and future prospects”. Even when the pandemic ends, emotional intelligence remains the most important quality of the leader, who has to assure the employees’ wellbeing.

Få mere information om rekruttering 

Vi har en bred erfaring indenfor rekruttering af forskellige ledere og specialister, kombineret med et stort netværk fordelt på mange forskellige række brancher. Vi anvender afprøvede metoder, kundetilpassede cases når disse skaber værdi og en række professionelle testværktøjer. Dette er med til at give vores kunder sikkerhed for optimale løsninger, det bedst mulige beslutningsgrundlag og den rigtige kandidat til jobbet. 


Ofte stillede spørgsmål

Hvad siger vores kunder?2021-10-01T16:54:56+02:00

Morten Vilsen CEO Evolution360 ”Meget stor professionalisme og med høj kvalitet fra start til slut.”

Chlinton Arendahl Nielsen, CEO, KK Group. “Brinch & Partners har leveret et særdeles professionelt forløb som differentierer dem i branchen”

Bob Struijk, General Manager, FANUC ” They are contributing to the expansion of our company in Denmark in a priceless manner. We wish they were active in other countries as well”
Læs mere

Hvorfor skal vi bruge Brinch & Partners?2020-05-19T10:03:47+02:00

Vi hjælper vores kunder med at rekruttere mere effektivt. Vores erfaring og set-up er gearet til at lokalisere, kontakte, behandle og vurdere de bedst mulige kandidater til netop den specifikke rolle. Alt dette gør vi indenfor vores kerneværdier som betyder at vi arbejder effektivt, uformelt og med lange kunderelationer. Vores 10 partnere kommer alle med ledelsesbaggrund fra en specifik industri og kender derfor alle de nødvendige facetter og problemstillinger som netop jeres virksomhed står overfor. Dette giver os et større forspring allerede fra opgavens start.

Hvad koster det at ansætte gennem Brinch & Partners?2020-05-05T13:07:21+02:00

Prismæssigt er det for altid opgavens sværhedsgrad som er med til at sætte den rigtige pris. Denne er altid fast og indeholder ingen skjulte omkostninger. Normalt ligger niveauet på 20-25% af lønpakken.

Hvor mange rekrutteringer laver I årligt?2020-05-07T08:26:08+02:00

Vi laver i Brinch & Partners cirka 100-125 rekrutteringer årligt, hvoraf langt de fleste er enten ledere eller specialister. Derudover har vi en række øvrige konsulentopgaver som fx Outplacement, HR Consulting og Team Assessments. Læs mere om de øvrige opgaver her

Hvor længe tager en rekruttering?2020-04-30T08:11:15+02:00

Hvor lang tid en rekruttering tager afhænger af en række faktorer som eksempelvis hvor svær opgaven er? Hvor opgaven er placeret rent geografisk og hvilket brand som kunde har. En typisk rekruttering tager 8-10 uger fra opstart til opgaven er afsluttet. Læs mere om rekruttering her

Hvad mener I med “uformel” rekruttering?2020-05-19T10:03:35+02:00

For os betyder kompromisløs, uformel og professionel rekruttering, at vi sætter kunder og kandidater i centrum gennem hele processen. Det er derfor aldrig konsulenten, der er vigtigst.