The Leadership Divide
Global Insights on Who Leads vs. Who Should
Ineffective leadership is expensive, and most organizations don’t even see the problem until the damage has been done—after productivity stalls, turnover climbs, and exit interviews reveal a climate of disengagement.
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The leaders people want to follow already exist in your organization. To find out how to identify and develop them, fill out the form below.
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Here’s the root of the issue:
Most executives get promoted for the wrong reasons. They excel at impressing the people above them with confidence, vision, and networking. But these are not necessarily the qualities that build and sustain high-performing teams.
Leadership research has a similar problem. Most studies focus on people who hold leadership titles already, including what got them promoted and what they do with that power. Researchers rarely ask the people being led what kind of leadership motivates them to perform.
We asked.
Hogan’s Global Leadership Effectiveness Study surveyed nearly 10,000 people around the world to find out what people actually want from their leaders. Then we compared those answers to personality data from more than 21,000 executives in our global database.
We discovered.
The executives organizations tend to reward are often not the leaders their people want to follow. This disconnect costs organizations time, talent, and revenue.
Inside this report, you’ll find:
Global Findings
How today’s executives compare to the leaders people want
Real Insights
The values, behaviors, and risk factors that influence leader performance
Key Takeaways
Action items for rethinking leader identification and development
Regional Findings
Findings for more than 25 markets across four global regions