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New Report Reveals How Success as a People Leader Has Changed Dramatically Since 2019

New Report Reveals How Success as a People Leader Has Changed Dramatically Since 2019
New Report Reveals Dramatic Shift in Leadership Perceptions: 220+ People Leaders Redefine Meaning of Success Over the Last Five Years

The Predictive Index has released a new report based on a survey of over 220 management-level leaders, revealing that the criteria for success as a people leader have shifted significantly from five years ago. While 86% of leaders believe their views on what makes a successful people leader have evolved, many organizations have yet to update their definitions of success to reflect these changes.

1. Undefined Roles and Responsibilities

  • Issue: Over 26% of organizations lack clear definitions for the roles and responsibilities of people leaders.
  • Impact: Ambiguity in roles can lead to confusion and inefficiency among teams.
  • Solution: Establish clear role definitions to ensure people leaders understand their expectations and responsibilities.

2. Insufficient Training Opportunities

  • Issue: Nearly 23% of leaders see a lack of training as a significant challenge for people leader success.
  • Impact: Without adequate training, leaders may struggle to meet their goals and develop their skills.
  • Solution: Invest in ongoing training and development programs to support people leaders in their roles.

3. Undefined Success Metrics

  • Issue: About 30% of organizations do not have formal success metrics for people leaders.
  • Impact: Without clear metrics, it is difficult to measure and track leadership effectiveness.
  • Solution: Develop and implement a formal rubric for assessing the success of people leaders.

4. Poor Work-Life Balance

  • Issue: Only 10% of organizations prioritize promoting a healthy work-life balance for people leaders.
  • Impact: A lack of focus on work-life balance can lead to burnout and decreased job satisfaction.
  • Solution: Promote work-life balance initiatives to support the well-being of people leaders.

5. Misaligned Goal Tracking

  • Issue: People leaders are 50% less likely to believe their teams are “always hitting their goals” compared to organizations’ beliefs.
  • Impact: Misalignment in goal tracking can lead to discrepancies between perceived and actual performance.
  • Solution: Align organizational goals with individual objectives to ensure both leaders and teams are working towards the same outcomes.
  • Will Otto, VP of Talent Optimization at The Predictive Index: “People want to be good at what they do, but employees can become disengaged for a number of reasons. Creating a framework that supports roles and responsibilities or defines what success looks like brings greater alignment to your company mission and a greater understanding of future advancement opportunities.”
  • Create Frameworks: Develop clear frameworks for roles, responsibilities, and success metrics.
  • Enhance Training: Invest in comprehensive training programs for people leaders.
  • Promote Balance: Focus on initiatives that support work-life balance for leaders.
  • Align Goals: Ensure that team and organizational goals are aligned and communicated effectively.

The Predictive Index’s 2024 report highlights critical areas where current people leadership practices fall short of modern expectations. By addressing these misalignments, organizations can better support their leaders, enhance team effectiveness, and achieve greater success in the evolving landscape of leadership.