Future Leaders Remain Scarce in Workplace
Satisfied Status
Only 34% of workers aspire to leadership roles, and just 7% want a senior or C-level management position.
Leadership Aspirations
40% of men would like a leadership role, compared to 29% of women.
Deciding Factors
52% of employees who don’t want leadership roles say they’re happy in their current one, and 34% don’t want to sacrifice their work-life balance.
No Limits
Overall, 20% of workers say their organization has a glass ceiling, while 24% of those who aspire to managerial roles feel this way.
Diversity Deficits
One-third of women say there’s a glass ceiling at their workplace, as do 40% of African Americans and 34% of Hispanics.
A Blind Eye
Only 9% of males who do not represent any group of diversity say there’s a glass ceiling for women and minorities at their organizations.
Few Leadership Efforts
Just 17% of employers have launched initiatives for women to pursue leadership positions, and only 26% have done the same for minorities.
What to Look for in Future Leaders: Trustworthiness
Credibility with colleagues is a must. As the late Richard Heckert, retired chairman of DuPont, has stated: “If you always tell the truth, you won’t have to remember what you said.”
What to Look for in Future Leaders: Lead by Example
Future senior executives lead by example, and then graciously share what they’ve learned. They neither call attention to their successes with arrogance, nor do they convey false humility.
What to Look for in Future Leaders: Focus
A strong leader doesn’t allow unexpected business shifts, personality conflicts or personal emotions get in the way of delivering on organization-benefiting objectives.
What to Look for in Future Leaders: An Active Listener
A future influencer doesn’t shut off any point of information, realizing that anything that anyone has to offer could translate to value.
