The Evolution of Leadership and Learning to Elevate SBI's Development

To be honest my memories of 20 – 40 years ago are a little vague and I had to resort to AI to support me!  But.  I am very clear on the last 10 years.  Where we were and where we are now.  And that is the basis of how we design at SBI.

How about this.  Only 10 years ago, we were talking about Ethical Leadership and Governance.  That’s 2015!  And it is still a topic we are being asked to focus on in 2025. Another key topic from then and now is leading in a diverse environment! We have not learnt a thing!  Every corporate was doing diversity training, and it is back on the agenda.  Navigating political and economic uncertainty where we started to talk about VUCA.  And a number of people are still talking about VUCA environments.  COVID was VUCA in practice!  We cracked that code, we need to move on to leaderSHIFT.  Innovation was a topic in 2015  …. but entrepreneurial thinking has gained momentum in recent years asking teams to be curious, to explore, to find fresher solutions.  And finally, sustainability.  This was a recurring theme but not a core focus 10 years ago, where it’s now the flower arrangement on the boardroom table focus.

Tech has definitely SHIFTED.  I learnt to type on a golfball typewriter, do people know what that even is?!  There were no cellphones, no emails – we had to learn how to communicate effectively person to person.  And top down management was the order of the day, this has been the most prominent and IMPACTFUL SHIFT to collective leadership, to Anticipatory Leadership, to distributed and shared leadership models.

The World Economic Forum of Jobs Report (2023) lists, “resilience, flexibility, and emotional intelligence” as top leadership skills required.  We have the right focus but there is a fear in corporates to address this at a neuro-cell level, and it remains superficial.  The SHIFT is from IQ to EQ.

As a women in business, when I did not have a seat at the table, leadership was about IQ.  So 10 years ago, the doors to the boardroom stood slightly ajar and some of us stepped through, found our seat and the SHIFT over time moved from IQ to EQ.  Being adaptable and resilient gained momentum.  And women were invited through the door, it was no longer ajar.  Not always for the right reasons, but we had our seat.  The voice at the table is yet to come, this is a very slow change, like a rollercoaster on its way up the track, it will gain momentum and then the ride is on.

As we peak around the corner into the abyss that is the future, we face unprecedented complexity and ambiguity at a level we have not had to face in the past decade.  When designing Leadership Journeys at all levels, we always start with the ME.  Nothing changes if I do not find the need to change, or appreciate why I should review my leadership style before I can lead others.  My SHIFT will SHIFT others.

The World Economic Forum predicts that by 2025, soft skills like emotional intelligence will be among the top three skills desired by employers, alongside analytical thinking and creativity.

In 2025 the other topic underpinning ALL our designs is Neuroscience.  It has become integral to leadership development. Insights into neural mechanisms underpinning behaviour have led to an enhanced understanding of leaders' cognitive flexibility, resilience, and empathy. This scientific approach enables more effective coaching and personal development strategies.  You cannot have leadership development without this.  It has to be the foundation.

McKinsey published an article that stated the importance of relational leadership has intensified. Leaders are now expected to cultivate inclusive environments, acknowledging diverse perspectives and fostering psychological safety. The integration of EQ and neuroscience insights is equipping leaders with tools to better understand and manage team dynamics, leading to more cohesive and high-performing teams.  Any leadeSHIFT design, has to be cognisant of these 2 key insights if management and leadership development has to “cut it” (Gartner).  However, organisations are not promoting the social safety that allows people to think differently, challenge the status quo, innovate and make changes.

With so much change and disruption, how can the function of leadership remain relevant?  We have to ask ourselves as senior leaders in organisations!  Today’s rapidly changing and digitised work environment requires more than ever leaders who not only know who they are, and what they stand for, but can lead with purpose and impact, and are resilient.  And with the rise of the gig economy and many companies shifting to flatter, more effective organisational structures, now is the ideal time to redefine effective leadership in your organisation.   Do you have adaptive and anticipatory leaders to take your organisation to what’s next?

The evolution of leadership development demands the RIGHT investment AND the right partner and development solutions to equip leaders at all levels with the skills and Neuro-EQ to navigate complex challenges, drive innovation and foster resilient teams.  Now is the time to invest in developing the leaders of tomorrow to ensure today’s success, and research emphasises the value of Anticipatory Leadership which together with neuroscience is a SBI cornerstone for design thank you World Economic Jobs Report (2023.)

Anticipatory Leaders not only understand the intricacies of future opportunities, transforming that into initiatives, and involving others but have a sense of self awareness and how they show up as leaders.  Leaders with foresight gain a significant edge in a realm marked by upheaval and unpredictability. This accentuates the necessary adjustment underscored in brain science/neuroscience to become a deeply self-aware leader who assumes accountability for their eco-system.

Leadership emerges through collective effort and mutual relationships, involving people at all levels in the organisation, rather than relying on a single exceptional figure. That was 10 years ago and beyond.  This is 2025!

In conclusion, from 2015 to 2025, there has been a marked shift in leadership development, with emotional intelligence, neuroscience, and interpersonal relationships moving from peripheral considerations to central modules. This evolution reflects a broader understanding that effective leadership hinges not just on strategic acumen but also on the ability to connect, empathise, and adapt to the complexities of human behaviour.  The world of work is in need of Anticipatory Leaders to leading boldly into the future.