Is Your Leadership Future-Ready, Global and Diverse? Virtual Event Hosted by August Leadership

August Leadership hosted a virtual event on February 18, 2022, on the topic ‘Is your leadership future-ready, global and diverse?’.

Our expert panel included:

This session moderated by our Partner Lukas Beech revealed 6 key learnings regarding:


1) Future Ready Organizations

To prepare for the future, companies in the post-pandemic world require organizational capabilities different from those that helped them succeed in the past. According to a McKinsey study, to be future-ready, companies need to focus on three characteristics:

  1. Know who they are and what they stand for
  2. Focus on being lean and agile
  3. Grow by scaling up their ability to learn, and innovate

2)  New World Leadership Skills

Instead of an old-style hierarchical system, new leaders have a responsibility to create a positive change within their organization, care for the people and the world together, and think beyond financial goals. New world leadership is defined with skills such as being change agile, having an adaptive mindset, being a data-based strategist, maintaining a global perspective, being curious about continuously learning with purpose, having and showing empathy, and believing in the power of many.


3) Balancing Talent Representation

Talent representation is not one-dimensional. In the west, under-represented talent is, for the most part, based on minority groups, race and ethnicity whereas in Asia, local talent is often under-represented at the senior leadership level which mostly comprises international talent. Hence, a strategic balancing approach is required between global and regional teams to increase inclusion at all levels.


4) Cultural Cohesion

Asia is often misunderstood as having one culture; it is anything but. It is important to respect differences and understand cultural nuances to create an environment of culture cohesion. Ensuring people feel welcome, safe (both psychologically and physically), valued, and respected is fundamental to increasing collaboration and the wellbeing of teams.


5) Intersectional Employee Resource Groups (ERGs)/Communities

Employee communities in the past had a single focus. Now, they are changing focus from a singular dimension of diversity to intersectionality. They are creating a bigger impact by collaborating on initiatives and advocating for change through combined effort. This also increases participation as employees feel more connected and motivated to solve challenges at global and regional levels. ERGs also have a bigger impact than just improving engagement; they provide valuable information that helps guide business decisions.


6)        Data-Based Decision Making

What gets measured, gets done. You must use data to inform decisions and determine where to focus resources and effort for maximum impact. If internal data is not available, then external benchmarking data can be quite helpful in getting started.

We would like to thank our speakers, Alisha and Umran for sharing these valuable insights, and all those who participated in the event from over 12 countries across Europe, the Middle East, Asia, the Americas, and Africa.


August Leadership is a global executive search firm headquartered in New York City with offices worldwide. With a global mindset, we solve our client’s biggest talent leadership challenges.

We are committed to doing our part to advance Diversity, Equity, and Inclusion (DE&I). We are proud participants of :

     

 

References: 

https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/how-to-future-proof-your-organization

Schwab. The Fourth Industrial Revolution. Portfolio Penguin. 2017.

The Mercer Report. 2020 Global Talent Trends Study. www.mercer.com/our-thinking/career/global-talent-hr-trends.html. 2020

William A. Gentry, Todd J. Weber, and Golnaz Sadri. Empathy in the Workplace

A Tool for Effective Leadership. Center for Creative Leadership. New York. April 2007. https://cclinnovation.org/wp-content/uploads/2020/03/empathyintheworkplace.pdf