PDF Summary:The Future Leader, by Jacob Morgan

As the next generation of leaders emerges, new mindsets, skills, and approaches will be needed to navigate an increasingly complex and rapidly evolving future of work. In The Future Leader, Jacob Morgan outlines the leadership gap facing organizations today, explaining why a fundamental shift toward more human-centric leadership is required. He emphasizes the importance of cultivating key mindsets like curiosity, adaptability, empathy, and global citizenship.

Morgan goes on to explore essential skills including emotional intelligence, communication, coaching, and technological fluency. With the accelerating pace of change brought by AI, automation, and globalization, the author equips future leaders with strategies for embracing new developments, leading diverse teams, and establishing cultures of purpose, ethical behavior, and employee growth.

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• Implement a "self-awareness alarm" throughout your day. Set random alarms on your phone or watch, and when they go off, take a moment to assess your current emotional state and the factors influencing it. This practice will help you become more aware of your emotions and triggers in real-time.
• Create a "Mood Meter" for your office space where employees can anonymously indicate their mood on a daily basis using color-coded magnets or stickers. By tracking the overall mood over time, you can identify patterns and address potential issues before they escalate, demonstrating emotional responsiveness.
• Create a "collaboration corner" in your workspace where team members can leave notes of appreciation, suggestions for team improvement, or offers to help with specific tasks. This physical space can serve as a constant reminder of the team's commitment to working together and supporting each other's emotional well-being.
• Implement a "listening tour" in your workplace where you schedule informal one-on-one conversations with team members across different levels. Use these sessions to practice active listening, understand their challenges, and gather feedback on the emotional climate of the organization. This can help you develop empathy and build stronger connections with your team. For instance, if an employee shares that tight deadlines are causing stress, consider revisiting project timelines or offering additional support.

The Translator's Skill: Mastering Communication and Listening

Morgan argues that communicating effectively is an ever-evolving skill crucial to leadership. To navigate a world of increasingly diverse communication channels and globalized workforces, tomorrow's leaders need to become adept Translators, mastering both communicating and listening. He emphasizes the importance of truly listening to others, understanding their perspectives, and creating environments where open dialogue is encouraged and valued.

Morgan asserts that mastering communication involves adjusting to the ever-expanding array of methods for communication and tailoring messages to ensure clarity and impact across diverse audiences. This encompasses mastering written and verbal communication and effectively leveraging technology and digital platforms to connect and engage with team members, clients, and stakeholders.

Other Perspectives

• In certain scenarios, especially in technical or specialized fields, expertise and knowledge can be more critical for leadership than communication prowess.
• Overemphasis on listening and understanding could potentially lead to analysis paralysis, where decision-making is delayed because too much time is spent on trying to understand every perspective.
• Overemphasis on open dialogue could potentially overlook the need for privacy and confidentiality in certain communications, which are also important aspects of a well-functioning organization.
• The idea of tailoring messages for impact might inadvertently promote a manipulative approach to communication, where the goal becomes more about influencing others than engaging in authentic dialogue.
• In some contexts, such as within certain cultures or communities, other forms of communication may be more valued or effective than written or verbal skills.

The Skill of Coaching: Motivating People, Building Engaged Teams

Morgan stresses the importance of developing the Coach's Skill, emphasizing that successful leaders are more than managers and directors; they're also coaches and mentors. This involves understanding and motivating individuals, creating a culture of continuous learning and progress, building high-performing teams, and ultimately empowering others to lead as well. The author draws inspiration from legendary coach John Wooden, emphasizing the necessity of concentrating on individual strengths, fostering a growth mindset, and building a shared purpose within teams.

Morgan argues that to effectively inspire and engage employees, leaders need to understand their needs, motivations, and aspirations. This includes recognizing achievements and providing rewards, fostering a sense of belonging, and creating opportunities for individual and professional growth. He further emphasizes the importance of building skills in cross-cultural communication, generational awareness, and managing teams with diverse backgrounds in the increasingly dynamic and globalized working world.

Practical Tips

• Develop a habit of asking open-ended questions in your daily conversations to better understand the perspectives and motivations of others. Instead of asking yes/no questions, frame your inquiries to encourage elaboration, such as "What are your thoughts on...?" or "How do you feel about...?" This practice will help you become a more empathetic listener and a more effective motivator by allowing you to tailor your approach based on the individual's responses.
• Offer constructive feedback that focuses on strengths and potential rather than shortcomings. When someone completes a task or project, provide feedback that highlights what they did well and how they can leverage their strengths to take on more leadership roles. For example, after a colleague presents at a meeting, you might say, "Your ability to explain complex ideas clearly is a strong asset, and I believe you could excel in leading our next project briefing."
• Implement a "Challenge of the Week" for yourself where you intentionally choose a coaching-related task that is slightly outside your comfort zone. Reflect on your approach, the effort involved, and the learning process, not just the success or failure of the task. This will help you experience firsthand the benefits of a growth mindset by pushing your own boundaries and learning from the process.
• Create a team mantra that encapsulates your shared purpose and use it to start every meeting. This mantra should be a short, powerful statement that reminds everyone why they're working together. For example, if your team is working on environmental projects, your mantra could be "Green actions for a blue planet." Repeat it at the beginning of meetings to reinforce your collective goal.
• Create a peer-to-peer recognition system where employees can highlight their colleagues' accomplishments through a simple online form or a dedicated bulletin board in the break room. This encourages a culture of appreciation and ensures that achievements don't go unnoticed, even if they're not directly observed by management. For example, after completing a project, an employee could fill out a form complimenting a colleague's contribution, which then gets shared with the team or posted on the board.
• Implement a "New Hire Buddy System" where existing employees are paired with new hires to guide them through their first few weeks. This can help new employees feel welcomed and supported, and it gives existing employees a sense of responsibility and inclusion in the team's growth and cohesion.
• Develop a personal "Growth Tracker" using a journal or digital app to set and review personal development goals. Each week, jot down a new skill or knowledge area you want to explore, along with actionable steps to achieve it. This could be as simple as dedicating 30 minutes a day to learning a new language with a smartphone app or reading articles on industry trends.
• You can enhance your cross-cultural communication by starting a language exchange with someone from a different culture. Find a partner who is fluent in a language you're interested in and who wants to learn your language. Meet regularly to practice speaking each other's languages, and use this opportunity to discuss cultural norms, non-verbal communication cues, and societal values that influence communication styles. This direct interaction will give you insights into the nuances of another culture's communication practices.
• Start a "Decade Dialogue" series in your community or social group, focusing on topics relevant to different age groups. Each session could be led by someone from a specific generation, providing their perspective on the issue at hand. For instance, a discussion on the evolution of communication could have a Gen Xer talk about the transition from letters to email, while a Gen Zer could address the nuances of communicating through social media platforms.

The Teen of Technology: Understanding Its Impact on Business

To effectively navigate a world characterized by fast-paced tech innovations, Morgan encourages cultivating the Technology Teen mindset. This is not about being a technical expert, but about being digitally fluent, understanding the potential impacts of various technologies on the business, and embracing technological change, rather than fearing it. Morgan argues that leaders must actively engage with technology, explore emerging trends, and understand how technology can be leveraged to elevate the employee and customer experience, boost productivity, and drive innovation.

This requires a shift in mindset from seeing tech as a threat to recognizing it as a powerful tool for creating a brighter tomorrow. Leaders should actively engage with technology, experiment with new tools, and seek individuals on their teams who possess greater digital fluency. By adopting the Technology Teenager mindset, leaders can position themselves and their organizations for success in the rapidly evolving technological landscape.

Context

• Experimenting with new tools means being open to trying out new technologies and platforms, even if they are not yet widely adopted. This can involve pilot programs or small-scale implementations to test their effectiveness.
• This refers to the ability to effectively and critically navigate, evaluate, and create information using a range of digital technologies. It involves understanding how digital tools work and how they can be applied in various contexts.
• Embracing technology facilitates global communication and collaboration, opening up new markets and opportunities for growth.
• Technology can personalize customer interactions, streamline service delivery, and provide data-driven insights to better meet customer needs.
• Technological advancements can contribute to more sustainable business practices by optimizing resource use and reducing waste, aligning with global sustainability goals.
• Investing in training to enhance digital skills across the team can lead to a more agile and responsive organization.
• By experimenting with new technologies, leaders can uncover innovative solutions that differentiate their products or services in the market.

Challenges and Developments for Upcoming Leaders

Morgan identifies several key trends that will continue to influence the future of leadership, calling upon leaders to grasp their implications and proactively get their teams ready accordingly.

The Impact of Technological Change, Including Automation and AI

How AI Will Change Leaders' Focus on Human-Centric Skills

Morgan predicts that artificial intelligence (AI) and automation will be a major force for change in the coming years, fundamentally reshaping industries and the nature of work. He believes that while this technological shift will undoubtedly lead to job displacement, it also unlocks a tremendous opportunity for leaders to focus on the uniquely human skills that will gain value as work evolves. This includes skills such as creativity, emotional and empathetic intelligence, adaptability, and complex problem-solving—qualities that machines cannot replicate.

Leaders must embrace these human-centric skills, developing them both in themselves and in those they lead, argues Morgan. They should aim to cultivate environments where these skills are valued, encouraged, and rewarded. This will require organizations to establish fresh learning initiatives, revamp performance metrics, and shift their recruitment strategies to prioritize individuals with excellent human capabilities.

Other Perspectives

• The idea that AI and automation will lead to job displacement is not universally accepted. Some argue that these technologies will create as many jobs as they displace by generating new industries and services.
• Technological advancements have historically been net positive for employment, as they can increase productivity and economic growth, leading to job creation in other sectors.
• Emphasizing human-centric skills might not be sufficient if leaders fail to also address the ethical implications and societal impacts of AI and automation.
• The assumption that machines cannot replicate qualities like creativity and emotional intelligence may be challenged as AI technology continues to advance and mimic these human attributes.
• Organizations may already have effective learning initiatives in place that simply need to be adapted rather than completely overhauled.
• There is a risk that the subjective nature of assessing human skills could lead to favoritism or discrimination in the workplace.
• This approach assumes that human capabilities are static and can be easily assessed during the recruitment process, which may not account for the growth and development of these skills over time within a supportive work environment.

Embrace Technology Rather Than Fear It

Morgan urges leaders to welcome technology, rather than fearing it. He argues that technology is not inherently good or bad; it is a tool that can be used to enhance or detract from the human experience of work. Leaders must view technology as a partner for humans, recognizing that it can be used to automate routine tasks, free up time for more meaningful work, and create more engaging and fulfilling experiences for employees.

He encourages leaders to actively explore and experiment with different technologies, even if it means stepping outside their comfort levels. This involves staying informed about emerging trends, engaging with tech specialists in their companies, and remaining receptive to innovative approaches. The goal, according to Morgan, is not for leaders to become technology experts, but rather technology savvy, understanding the potential of technology to drive positive change within their organizations.

Context

• Welcoming technology requires a cultural shift within organizations, fostering an environment that values continuous learning and adaptability among employees and leaders alike.
• By automating mundane tasks, employees may experience improved work-life balance, as they can focus on more engaging work and reduce time spent on monotonous activities.
• Wearable technology and wellness apps can promote healthier lifestyles, reducing stress and increasing overall job satisfaction by supporting employee well-being.
• Experimenting with technology often involves leveraging data analytics, which can provide valuable insights for making more informed and strategic business decisions.
• Staying informed enables leaders to identify potential partnerships with tech companies or startups, fostering collaboration that can lead to innovative solutions and shared growth.
• Tech specialists can help leaders understand how to integrate technology into the company culture, promoting a mindset that embraces change and continuous learning.
• Being technology savvy means having a broad understanding of how technology can impact and improve business processes, rather than mastering the technical details or programming skills.
• Cloud computing and other digital tools support remote work, offering flexibility and access to a broader talent pool.

The Accelerating Rate of Change Facing Organizations

The Need for Agile Leaders to Handle Uncertainty

Morgan emphasizes the fast rate of transformation that is reshaping global industries, technology, demographics, and work itself, arguing that this trend will accelerate even further in the future. He urges leaders to adopt agility and adaptability as essential qualities for navigating this increasingly uncertain environment. This requires a shift in mindset from sticking with traditional strategies and methods to testing new ideas, trying various methods, and feeling at ease pivoting and altering direction when necessary.

Morgan reminds readers that, "The pace of change is the slowest it's ever going to be." He encourages leaders to adopt a growth mindset, seeing change as an opportunity for learning and innovation rather than as a threat.

Context

• Changes in population dynamics, such as aging populations in some regions and youthful demographics in others, are influencing labor markets, consumer behavior, and economic policies.
• Agile leaders often employ decentralized decision-making, empowering teams to make quick, informed decisions without waiting for top-down directives.
• In times of crisis, such as economic downturns or global pandemics, the ability to pivot quickly can be crucial for survival and resilience.
• Agility can provide a competitive edge, as organizations that can quickly adapt to changes are often better positioned to capitalize on new opportunities.
• Economic shifts, such as globalization and the gig economy, require businesses and individuals to be flexible and innovative to remain relevant and competitive in the global market.

Challenge of Rapid Business Environment Changes

Morgan recognizes that the fast-changing environment presents significant challenges for businesses and those who lead them. As the business environment evolves rapidly, leaders must be capable of adjusting their strategies, organizational structures, and leadership approaches to keep pace with new technology, changing consumer demands, evolving workforce expectations, and shifts in the global economy.

He encourages leaders to question existing norms, encourage experimentation, and build a culture of continuous learning and adaptation within their organizations. This involves developing settings where workers of every rank feel safe to offer ideas, question beliefs, and contribute to the process of innovation.

Context

• Leaders must be prepared to respond to economic volatility, such as recessions or booms, which can impact business operations and strategic priorities.
• The rapid pace of technological innovation, such as artificial intelligence, machine learning, and automation, requires leaders to integrate new tools and processes to enhance efficiency and competitiveness.
• This involves critically evaluating long-standing practices and assumptions within an organization to identify areas that may hinder innovation or efficiency. It requires leaders to be open-minded and willing to challenge the status quo.
• Leaders play a critical role in modeling and reinforcing behaviors that promote a safe environment. This includes actively listening, showing empathy, and being open to feedback themselves.

Importance of Purpose, Meaning, and Connection at Work

Employees' Desire for Meaningful, Value-Aligned Work

Morgan highlights the growing importance of workplace purpose and meaning. He cites research showing that employees are increasingly seeking out jobs and organizations where they can connect their work to a larger purpose, contribute to something meaningful, and feel aligned with the values of their employer. This trend extends beyond Gen Z and millennials; workers across generations are seeking greater fulfillment and purpose in their work.

Morgan argues that concentrating solely on profit and shareholder value is no longer a sustainable way to recruit and retain high-performing employees. Leaders should adopt a people-centered approach, recognizing how vital it is to fulfill employee needs and aspirations for meaningful work that feels purposeful.

Context

• While younger generations are often highlighted, older generations are also reevaluating their career goals, seeking roles that offer personal fulfillment and align with their life experiences and values.
• Value alignment can foster loyalty, as employees are more likely to stay with a company that reflects their personal beliefs and principles.
• Societal values have shifted towards prioritizing well-being and work-life balance, influencing how individuals perceive the role of work in their lives.
• Studies have shown that employees who find their work meaningful are more engaged, productive, and less likely to leave their jobs, highlighting the business case for focusing on purpose beyond profit.
• A people-centered approach often aligns with CSR initiatives, as both emphasize ethical practices and the well-being of stakeholders, including employees.

Executives Must Establish Purpose, Not Solely Profit

Morgan challenges leaders to shift their thinking from purely focusing on profit and shareholder value to creating organizations that have a larger positive impact on society. He argues that prioritizing meaningful purpose doesn't conflict with building a successful and profitable business; actually, it is essential for creating a thriving and sustainable organization.

He encourages leaders to clearly define their organization's purpose, align their actions with their stated values, and transparently communicate this purpose and these values to workers, clientele, and stakeholders. This involves making meaningful contributions to society, focusing on employee well-being, creating ethical and sustainable practices, and fostering a culture of social responsibility within their companies.

Practical Tips

• You can identify your core values by writing a personal mission statement. Start by reflecting on moments when you felt most fulfilled and consider what activities, people, or goals were involved. Write down these insights and draft a statement that encapsulates what gives your work meaning and purpose. This mission statement will serve as a compass for making future decisions, ensuring they align with your meaningful purpose.
• Develop a values-based decision-making flowchart for everyday use. Identify your core values and create a simple flowchart that routes your decisions through these values. Before making a choice, whether it's at work or in personal life, run it through the flowchart to see if it aligns with your values. This can help you make consistent decisions that reflect your purpose.
• Create a personal "transparency resume" to share with your network, detailing your values, goals, and the purpose behind your work. This document can be a simple one-pager that you attach to your email signature or LinkedIn profile, allowing anyone you interact with professionally to understand what drives you and what you stand for. For example, if you're a graphic designer, your transparency resume might include your commitment to sustainable design practices and how you integrate that into your work.
• Create a personal 'well-being fund' where you set aside a small amount of money each month to support your own or a colleague's well-being. Use it to sponsor a workmate's professional development course, contribute to a community project, or even to buy a plant for the office. This fund serves as a tangible commitment to prioritizing well-being and meaningful contributions in your immediate circle.
• You can start a 'one in, one out' policy for your purchases to maintain a sustainable level of consumption. Whenever you buy a new item, donate or recycle an old one to prevent accumulation and waste. This helps you to be more mindful of what you truly need and reduces the environmental impact of your shopping habits.

The Evolving Talent Landscape

The Need for Workforce Training or Reskilling and Lack of Qualified Workers

Morgan highlights the growing challenge of drawing in and keeping elite talent in a competitive global market, citing declining fertility rates, an aging workforce, and a widening skills gap as contributing factors. He stresses the need for organizations to proactively invest in upskilling and reskilling programs to ensure that their workforces are equipped with the skills and knowledge necessary to navigate the future of work. This requires a shift in thinking from viewing education and growth as a cost to recognizing it as a strategic investment in the company's future.

Morgan calls upon leaders to take ownership of this challenge, creating development programs that align with future workforce needs, embrace new technologies, and foster a culture of continuous learning. This includes providing employees with opportunities to learn new skills, access relevant training, and examine different career paths within the organization.

Context

• In some industries, staying compliant with evolving regulations requires continuous learning and adaptation, making reskilling essential for legal and operational reasons.
• Lower fertility rates mean fewer young people entering the workforce, which can lead to a shortage of new talent and fresh skills. This demographic shift can result in a smaller pool of candidates to fill emerging roles, especially in industries that require specific technical skills.
• In addition to technical skills, there is a growing emphasis on soft skills like communication, leadership, and emotional intelligence, which are crucial for adapting to changing work environments.
• By continuously developing their workforce, companies can better manage risks associated with skill shortages and technological disruptions.
• Implementing technology in training can reduce costs associated with traditional training methods, such as travel and printed materials, while providing a more sustainable solution.

Imperative for High-Performing Teams with Inclusivity and Variety

Morgan argues that building a team that's diverse and inclusive is not just a social responsibility but a business imperative. He cites research showing that diverse teams outperform homogeneous teams in terms of innovation, problem-solving, and financial performance. Morgan encourages leaders to move beyond just checking diversity boxes, emphasizing the importance of creating environments where employees from all backgrounds feel valued, respected, and empowered to contribute their unique perspectives.

This involves implementing inclusive hiring practices, creating opportunities for diverse talent to rise through the ranks of leadership, fostering a culture of psychological safety, and actively addressing any potential biases that might exist in the company. Morgan stresses that achieving true equity and inclusivity requires ongoing commitment, active engagement from leadership, and a continued willingness to question the current state of affairs.

Context

• Companies known for diversity and inclusivity are more attractive to top talent, as they are seen as progressive and supportive workplaces.
• Offering flexible work arrangements can accommodate diverse needs and lifestyles, making the workplace more inclusive for employees with different personal responsibilities and preferences.
• These practices often include measures to reduce unconscious bias in recruitment, such as using blind recruitment techniques or diverse hiring panels.
• Establishing robust feedback mechanisms can help identify and address any barriers that diverse employees face in their career progression.
• Implementing training programs can help employees recognize and mitigate their biases. These programs often include workshops, seminars, and interactive sessions designed to increase awareness and promote inclusive behavior.
• Establishing clear metrics to track progress in diversity and inclusion efforts ensures accountability. Leaders should regularly review these metrics and adjust strategies as needed.
• As societal values and expectations evolve, organizations must reassess their practices to ensure they remain relevant and aligned with broader social progress.

Leaders Face Demands for Honesty and Trustworthiness

Leaders Need Strong Moral Compasses and Transparency

Morgan emphasizes the increasing importance of ethical behavior and openness in leadership, arguing that as public scrutiny intensifies and information becomes more readily available, ethical leadership is no longer an option but a necessity for building trust and maintaining a sustainable business. He stresses that leaders must act with integrity, make ethical decisions, and communicate their decisions openly and honestly to staff, clients, and stakeholders.

Morgan believes that ethical leadership extends beyond just compliance with laws and regulations. He encourages leaders to cultivate robust ethical guides, acting in accordance with their values and principles even when confronted with difficult choices. This involves creating ethical guidelines for decision-making, fostering a culture of accountability within the organization, and having the willingness to speak up and challenge unethical behavior, even when it might be difficult or uncomfortable.

Context

• Modern consumers are more informed and value-driven, often choosing to support companies that demonstrate ethical practices and transparency.
• By adhering to ethical standards, companies can avoid legal issues and scandals that could arise from unethical practices, thus protecting the business from potential financial and reputational damage.
• In the digital age, leaders are more visible and accountable to the public, making transparency crucial for maintaining credibility and trust.
• Situations such as whistleblowing, handling conflicts of interest, or making decisions that could negatively impact short-term profits for long-term ethical gains are common challenges.
• For ethical guidelines to be effective, organizations must provide training to ensure all employees understand and can apply them. This includes real-world scenarios and role-playing exercises to reinforce their application.
• Utilizing tools like performance management software, regular check-ins, and clear communication channels can support the development of an accountable work environment.

The Impact of Ethical vs. Unethical Leadership on Organizations and Communities

Morgan contrasts the positive and negative impacts of ethical and unethical leadership, drawing on real-world examples such as Enron's downfall and the emissions scandal at Volkswagen. He argues that unethical leadership can destroy organizations, erode public trust, and harm individuals, communities, and society overall. Conversely, ethical leadership builds trust, strengthens organizations, and fosters a positive and more sustainable effect globally.

Morgan urges leaders to recognize their responsibility for setting the ethical tone within their organizations, recognizing that their actions and behaviors influence their employees' perspectives on and approaches to ethical dilemmas.

Other Perspectives

• The resilience of communities and society can sometimes mitigate the harm caused by unethical leadership, with social structures and legal systems providing mechanisms to address and rectify unethical practices.
• The focus on Enron and Volkswagen might overshadow instances where organizations with unethical leadership practices have not yet been exposed or have managed to evade consequences due to various factors such as lack of regulation, oversight, or public scrutiny.
• The responsibility for ethical behavior should not rest solely on leaders; it should be a shared responsibility among all members of an organization to foster an ethical climate.
• Some employees may be more influenced by the potential consequences of their actions, such as rewards or punishments, rather than the ethical tone set by leadership.

How Globalization Affects Leaders' Roles

Leaders Need a Global Perspective and Cross-Cultural Skills

Morgan acknowledges the profound effect of globalization on the professional landscape, arguing that leaders must grasp and embrace the opportunities and challenges of leading in a globally interconnected world. He emphasizes that a global outlook, which involves viewing the world as an interconnected system, grasping cultural differences, and embracing diverse perspectives, is crucial for leaders who want to succeed moving forward.

This requires leaders to cultivate their cross-cultural communication skills, create strategies that are effective in multiple countries and regions, build relationships with individuals from different cultures and backgrounds, and lead diverse and distributed teams.

Context

• Navigating different legal and regulatory environments is crucial, as leaders must ensure their organizations comply with international laws and standards.
• Leaders must be aware of global issues such as climate change, geopolitical tensions, and economic disparities, which require collaborative and informed approaches to address effectively.
• Leaders should be aware of nonverbal cues, such as gestures, eye contact, and personal space, which can have different meanings across cultures.
• Understanding local consumer preferences and trends is crucial for developing products and marketing strategies that resonate with regional audiences.
• Understanding and respecting cultural norms and practices can prevent misunderstandings and foster a more inclusive work environment.

Leading Distributed, Diverse Teams Across Geographic Boundaries

Morgan points out that the rise of globalization has led to an increasingly distributed and diverse employee base, with teams spanning multiple countries, cultures, and time zones. He argues that to effectively manage and lead these dispersed teams, leaders must develop their skills in remote communication, leveraging technology, building trust across virtual boundaries, fostering a strong sense of shared purpose, and understanding the cultural nuances of their team members.

This necessitates a shift in mindset from managing with a physical presence-based top-down model to a more collaborative and empowering digital approach. Morgan stresses that leaders must become adept at managing the cultural complexities, communication challenges, and time zone differences inherent in leading teams scattered around the globe.

Other Perspectives

• The idea that teams are distributed across multiple countries, cultures, and time zones suggests a uniform trend, but the degree of distribution can vary significantly from one organization to another, with some having only slightly distributed teams and others being fully remote.
• The emphasis on leaders developing these skills might inadvertently downplay the role of team members in contributing to effective remote collaboration and the importance of a team-oriented approach.
• While a collaborative digital approach is essential, it may not fully replace the benefits of in-person interactions, such as the ability to quickly build trust and rapport.
• While managing cultural complexities and communication challenges is important, it may not be sufficient for effective leadership; leaders also need to focus on aligning strategic goals and ensuring that team members are motivated and engaged.

Developing as Tomorrow's Leader

Defining Your Leadership Philosophy and Filters

Defining Leadership and Identifying How You Lead

Morgan reminds readers that, to lead in the coming years, you need to do more than acquire new knowledge or skills; it's about fundamentally shifting your thinking and actively engaging with the trends and challenges that are reshaping the professional landscape. He encourages leaders to take ownership of their personal growth and development, defining for themselves what leadership entails and what type of leader they aspire to be.

This involves reflecting on your beliefs and values, understanding your strengths and weaknesses, identifying areas where you need to improve, and developing practices and routines that can assist you in becoming the leader you envision. Morgan emphasizes that preparing for leadership positions down the line is a continual and evolving journey, requiring ongoing reflection, commitment, and a willingness to gain knowledge and develop.

Practical Tips

• Create a 'Challenge Swap' with a peer from a different field to gain fresh perspectives on overcoming obstacles. By explaining your current challenges to someone outside your industry and hearing theirs, you can both offer novel solutions that you might not have considered otherwise. If you're in technology and your peer is in healthcare, their insights on patient care could inspire user-centric improvements in your tech projects.
• Start your day with a "leadership moment" reflection. Before diving into your daily tasks, take five minutes each morning to reflect on a specific leadership quality you want to embody that day, such as decisiveness or empathy. This sets a clear intention and primes you to act in alignment with that quality throughout the day.
• Create a "Commitment Tracker" where you list your leadership goals and track your progress towards them weekly. This tool will help you stay focused on your commitments and provide a visual representation of your journey, encouraging you to stay the course and adjust as necessary.

Filters and Criteria for Future Leader Development

Morgan encourages leaders and organizations to develop clear criteria and filters for identifying and developing tomorrow's leaders. This involves going beyond just evaluating employees on their past performance and instead concentrating on their potential, skills, attitudes, and values. It's about seeking out those who possess the qualities necessary for future leadership, such as curiosity, adaptability, empathy, and a global mindset.

Morgan argues that organizations need to create transparent pathways for future leader development, providing employees with clear expectations, opportunities for personal and professional advancement, and ongoing coaching and mentoring. This includes implementing programs to develop leadership, incorporating criteria for upcoming leaders into recruitment and performance assessments, and creating environments where future leaders can learn and grow through hands-on experiences and challenging assignments.

Context

• The pace of change requires leaders to be lifelong learners, constantly updating their skills and knowledge to stay relevant and effective in their roles.
• Focusing on potential means assessing an individual's capacity to grow and succeed in future roles, which can be more predictive of long-term success than past achievements alone.
• Understanding and sharing the feelings of others is vital for effective leadership. Empathetic leaders can build stronger teams by fostering trust and open communication, leading to improved collaboration and morale.
• Transparent pathways refer to clearly defined processes and criteria that are openly communicated to all employees, ensuring everyone understands how they can progress to leadership roles.
• Evaluating leadership criteria helps ensure that potential leaders fit well with the company culture, which is crucial for maintaining a positive work environment and effective team dynamics.
• These environments often include structured feedback systems, enabling individuals to learn from mistakes and successes, fostering continuous improvement.

Assessing State and Practicing Essential Competencies and Attitudes

Identifying Strengths and Weaknesses in Core Competencies and Attitudes

Morgan encourages leaders to realistically assess their current state of development in relation to the Nine Core Traits, acknowledging their strengths and areas where they need to improve. This involves seeking honest input from other people, reflecting on prior experiences and challenges, and using self-assessment tools to gain a more objective understanding of their capabilities. Morgan provides a free online assessment tool to assist leaders in evaluating their abilities and mental attitudes.

He emphasizes that self-awareness is crucial for growth and development, highlighting that leaders often overestimate their abilities while underestimating their weaknesses. It's essential to remain receptive to feedback, to objectively assess your own strengths and weaknesses, and to develop a strategy for addressing your areas for improvement.

Other Perspectives

• The Nine Core Traits may not encompass all the essential qualities needed for effective leadership in every context or industry.
• The process of acknowledging weaknesses could be exploited in highly competitive environments, potentially undermining a leader's authority or position if shared with the wrong individuals.
• The honesty of the input is contingent on the relationship dynamics, and in some cases, individuals may not feel comfortable providing candid feedback due to fear of conflict or repercussions.
• Personal reflection can sometimes lead to distorted self-assessment if individuals are overly critical or overly positive about their past experiences.
• Self-awareness without the willingness or ability to change does not automatically lead to growth or development.
• Some leaders may have a tendency to underestimate their abilities due to imposter syndrome, which can lead them to undervalue their strengths and overemphasize their weaknesses.
• In some cases, feedback may not be constructive or may be influenced by the personal biases of those providing it, which can lead to misguided efforts to change or improve.
• Relying solely on self-assessment, even with tools, might not provide a complete picture, as individuals may have blind spots that only others can see.
• Improvement strategies often assume a linear progression of development, which may not accurately reflect the complex, non-linear nature of learning and growth.

Committing to Incrementally Improve and Master the Nine

Morgan emphasizes that evolving into a leader for the future is a journey, not a destination. He encourages leaders to adopt a long-term perspective, acknowledging that developing these competencies and attitudes will require ongoing commitment, consistent effort, and a willingness to develop and expand. Morgan encourages leaders to break down these nine qualities into smaller, manageable goals, focusing on making incremental improvements over time.

He suggests that leaders should adopt a mentality of continuous learning and development, seeking out opportunities to practice these capabilities and ways of thinking in their daily work, seeking regular feedback, and adapting their approaches according to their learnings. This involves staying informed about emerging trends, engaging with peers, and creating personalized development plans that align with their own unique strengths, weaknesses, and aspirations.

Practical Tips

• Create a "Future Leader Book Club" with friends or colleagues to read and discuss books on emerging leadership trends and skills. This can be a casual, monthly gathering where each participant brings a book summary and discusses how the concepts could be applied to their current roles. Through these discussions, you'll gain diverse perspectives and collaborative insights on leadership development.
• Volunteer for a leadership role in a local community group to practice decision-making and team coordination. By taking on a role such as a committee member or event organizer, you'll encounter real-life scenarios that require leadership skills. For example, you might need to mediate disputes, plan community events, or lead fundraising efforts, all of which provide a practical setting to develop and refine your leadership abilities.
• Use social media polls to gather quick feedback on ideas or projects. Post a poll on your preferred social media platform asking for input on something you're working on. This could be as simple as asking which of two designs looks better for a DIY project or which topic sounds more interesting for a blog post you're planning. The instant feedback can provide a broad range of perspectives and help you make more informed decisions.
• Create a 'trend journal' where you jot down emerging trends you encounter in your daily life, whether through conversations, media, or personal observations. At the end of each week, review your entries to identify patterns or sectors where change is most pronounced. This habit not only keeps you informed but also enhances your ability to spot trends organically.
• Create a visual roadmap of your aspirations and track your progress with a digital portfolio. Visualizing your goals can make them more tangible and achievable. Use a digital tool like a mind mapping software to plot out your aspirations, then document your progress and achievements in a digital portfolio. This could include certificates from completed courses, testimonials from colleagues, or samples of work that demonstrate your strengths and improvements.

Building Your Leadership Tribe and Guiding Others

Choose People Who Push You and Foster Your Growth

Morgan emphasizes the importance of building a "tribe" - a network of trusted advisors, mentors, peers, and team members who will provide honest feedback, support your growth and development, and challenge you to improve your leadership. He argues that to truly grow and develop as a leader, they need to surround themselves with people who will push them outside their comfort zones, offer a range of viewpoints, and hold them accountable for their actions.

This involves actively seeking out individuals with different backgrounds, experiences, and perspectives, forming connections, and creating environments where they feel comfortable sharing their ideas and offering constructive criticism.

Context

• Diverse backgrounds and perspectives within a "tribe" can lead to more innovative solutions and prevent groupthink, which is the tendency for a group to make decisions without critical reasoning.
• Engaging with individuals from varied backgrounds can introduce new ways of thinking and problem-solving, which is crucial for innovation and adaptability in leadership roles.
• Interacting with a variety of people helps develop emotional intelligence, particularly in understanding and managing emotions in oneself and others.
• Creating an environment where individuals feel safe to express their thoughts without fear of negative consequences is crucial. This concept, known as psychological safety, encourages open communication and innovation.

Taking Responsibility for Developing Leaders, Not Only Followers

Morgan stresses that becoming a true future leader involves guiding others to leadership, not just amassing followers. He argues that leaders have a responsibility to develop the next generation of leaders, investing in their growth, sharing their knowledge and experience, and creating a culture where leadership is nurtured and celebrated.

This involves embracing a mindset of guidance and support, identifying individuals with leadership potential, providing them with opportunities for development and growth, and empowering them to take on leadership roles. Morgan emphasizes that by cultivating new leaders, you not only contribute to your organization's future but to the world's future as well.

Context

• Developing leaders from within helps maintain and evolve the organizational culture, ensuring that core values and mission are upheld while adapting to new challenges.
• Well-developed leaders are better equipped to handle crises effectively, ensuring stability and strategic decision-making during challenging times.
• Using storytelling to convey experiences and lessons can make the knowledge more relatable and memorable, helping future leaders internalize important concepts.
• When leadership is celebrated, employees often feel more valued and motivated. This can lead to higher job satisfaction, reduced turnover, and a more committed workforce.
• Providing support includes delegating meaningful tasks that challenge individuals and allow them to grow. This empowerment builds confidence and practical experience in leadership roles.
• Establishing mentorship programs can help in spotting leadership potential. Through mentorship, experienced leaders can observe and nurture emerging talents, providing guidance and feedback.
• Implementing regular feedback sessions can help individuals understand their strengths and areas for improvement, allowing them to focus on specific aspects of their development.
• Providing access to necessary resources, such as time, budget, and personnel, is critical for individuals to effectively take on leadership roles.
• Organizations that prioritize leadership development often engage more effectively in corporate social responsibility, positively impacting society and the environment.