Trend barometer

Development of Executives into Digital Leaders

Regularly, the IFIDZ conducts online surveys of executives on selected leadership topics. Now the results of our Leadership Trend Barometer from December 2018 are available.

This time, we wanted to know from the survey participants:

In which area do you see the biggest (success) barriers in your company when developing executives into digital leaders?

134 individuals shared their opinions not only regarding executive development in their organization.

Executive Development: Established Executives Create a “Stagnation Layer”

The evaluation once again yielded astonishing results for us. We were quite surprised that almost three-quarters of the participants in the non-representative survey believed: The outdated thinking and behavioral habits of established executives present one of the biggest (development) barriers. They essentially create a “stagnation layer”.

Whether there might also be a generational conflict behind this, we cannot assess, as we do not know the ages of the individuals who participated anonymously in the survey.

Modern Programs for Executive Development Are Lacking

It is also noticeable that about two-thirds of the respondents are convinced:

• Companies are still not aware that executives in the digital age require completely new skills or attributes in some cases. And:

• They are not yet able to precisely assess what skills and attributes are specifically required.

Therefore, companies may also be unable to develop modern training programs suitable for breaking the outdated thinking and behavioral habits of established executives.

(Leadership) Culture in Companies Must Change

It is also notable that fewer than one in four participants believe: A central problem in developing their executives into digital leaders is the acquisition of new young talents who have the potential to become digital leaders – and this despite companies across the board complaining about a shortage of skilled and executive personnel.

This suggests that many companies already have individuals who at least (according to their self-image) possess the required leadership potential. Therefore, it is primarily necessary to develop a culture in which these individuals can grow and unfold.

The Survey Results in Detail and Overview

We have published the concrete survey results below for you. We plan the next survey for spring 2019. We would be pleased if you participated (again).