Gone are the days of the heroic individual leading from the front.
to produce results. But today they’re expected to produce them in a fundamentally different way. Instead, in most corporations decision-making has become decentralized, and leaders are now supposed to empower and enable their people. Because of that they’ve had to give up considerable control. As Raffaella Sadun and her colleagues reported in this magazine , people skills—often described as “soft skills”—are now especially critical for leaders.
In this article we’ll outline our findings. First, showcasing the stories of several of the candidates in our study, we’ll describe the extended journey that most aspiring CEOs must go through to properly develop the people skills necessary for leadership today. Then we’ll lay out a few guidelines for anyone embarking on such a journey. The primary lesson we gleaned from our interviews is that there’s no one moment when everything snaps into place.
The impetus for change can come in other ways. We’ve often seen executives emulate bosses with more-developed people skills—usually in the context of an organizational shift toward a more empowering culture—and discover that their new behaviors help them achieve valued results. Many leaders underestimate the extent of change required and need the help of a trusted partner—an adviser, a mentor, or a coach.
Kevin, the CEO of a large financial firm, is a case in point. He joined the firm five years before being appointed CEO. At his old firm, where he had been the head of the finance function, he had developed a reputation for having sharp elbows. But his new firm prided itself on a culture of mutual respect and warmth, and in that context his style was jarring.
By demonstrating the potential of a new style and eliciting positive feedback, small wins start to shift the leader’s motivation from. These subtle changes help leaders become more self-reflective and persistent—invaluable traits for anybody trying to define and anchor a new self.
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