In today's fast-paced business world, Thai organizations are facing unpredictable challenges, and what they need is leadership that's collaborative, dynamic, and relatable. Leaders must connect with the development of Gen Z, help older generations adapt, and encourage a diverse leadership culture.
However, did you know more than 77% of organizations report that leadership is lacking, and 83% say it is important to develop leaders at all levels? This research by Manpower also found less than 5% of companies have implemented leadership development across all levels. The same survey found that 69% of Millennials believe there is a lack of leadership development in the workplace. Research by Teamstage suggests that less than 20% of organizations claim their programs are effective in building good leaders, and only 18% render their leaders "very effective" at meeting their organization's goals.
In some workplaces, the thought of fostering leadership at all levels might seem a bit tricky. Some feel their team members aren't exactly the natural leader types or aren't keen on taking up leadership roles, and that's okay. They may think they need executors instead. And let us be honest, the return on investment of most leadership development initiatives is traditionally not great, so why take people off the job?
For Thai companies, the challenge goes beyond just finding people willing to step into leadership roles; it's about ensuring that those leaders possess the essential skills for success. We also must transform our notion of leadership from positional to practice-based. Grow people others will follow or be inspired by at every level in the organization.
Why? Trust is also low, and leaders must seek genuine input and prioritize listening over asserting their experience. The evolving nature of working relationships, particularly with younger generations prioritizing employability, means leaders need to adapt their approaches. We may all see this as desirable, obvious, or common sense, but in practice, it is not so straightforward.
Where to start:
Get your top leaders to commit. If they are not willing to share and empower leaders at all levels, then you will fail. So be honest. It is not an easy change for some leaders, but it is a deal breaker. If they are not willing, you will never succeed.
Develop leadership capabilities linked directly to your goals.
Attempting to cultivate every leadership capability at once is an unattainable feat. Pursuing such a broad approach yields little success. While having a list of skills is good, being selective and strategic is crucial. Various business goals, such as growth, innovation, quality, new markets, and acquisitions, require distinct combinations of leadership experiences and capabilities.
Define what your required leadership looks like. Identify the mindset and behaviors required at every level of your organization. Then create a situation-based approach that develops capabilities that will be used, rather than abstract skills. Start with the leaders as individuals, connecting between levels.
What kind of leaders at all levels do we need to build?
Successful future leaders must have a diverse skill set that transcends traditional management roles. They must fulfill the traditional leadership functions of inspiring and motivating teams, setting compelling visions, and demonstrating enthusiasm for their work. Without the appointed leader hat.
More than just managing, they must prioritize building relationships, fostering trust and respect, and creating a positive and collaborative workplace culture. They must provide their peers with mentorship, coaching, and constructive feedback. They will require clear communication, active listening, empathy, and emotional intelligence to cultivate an inclusive and supportive environment.
Forget the boss-at-the-top model. Today's business thrives on teamwork, not top-down orders. In Thailand, building a "we're-all-leaders" community is key to navigating change and achieving lasting success. It's about unleashing hidden potential, not just promoting a few. By fostering these extended leadership approaches, Thai organizations can successfully navigate to sustained success in the unpredictable business landscape.
