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Top 10 essential leadership skills for managers for 2023

The top 10 in-demand job skills for 2025 list reported by World Economic Forum (WEF) is outdated.

There are new job skills employers are looking for and we present them in this article.

The world is changing at a breakneck pace. New technologies are disrupting industries, different generations with different values are working together in the same office and people are using new ways to communicate and express themselves.

The workplace is not the same as it was two years ago, let alone five or ten. Leadership and people management are today at a crossroads (see our piece on quiet quitting) and the skills employers are looking for in new hires are changing almost every year.

That’s why we believe the list of top 10 in-demand job skills for 2025 that the World Economic Forum published two years ago needs updating.

The Top 10 in-demand job Skills for 2025 Before the Great Resignation

Every year, the World Economic Forum publishes the Future of Jobs report which showcases various highly useful statistics and data including the top skills required for jobs five years in the future.

Here are the WEF’s recommendations for 2025:

  1. Analytical thinking and innovation
  2. Active learning and learning strategies
  3. Complex problem solving
  4. Critical thinking and analysis
  5. Creativity, originality and initiative
  6. Leadership and social influence
  7. Technology use, monitoring and control
  8. Technology design and programming
  9. Resilience, stress tolerance and flexibility
  10. Reasoning, problem-solving and ideation

The problem with the latest report of the forum is that it was published before the Great Resignation and its impact on the global workforce, which began in early 2021. It’s 2022 and the business environment is struggling with a new trend: Quiet Quitting.

Both the Great Resignation and Quiet Quitting are symptoms of the same problem: lack of good leadership.

It’s not that before the pandemic employees didn’t have leadership. They had. But in today’s world, a world of work-from-home, work-from-everywhere, with a healthier work-life balance, a new type of leadership is required.

The type of leadership Future of Work Strategy Expert @London Business School and BRAND MINDS 2023 speaker Lynda Gratton writes about in her article for Harvard Business Review, Managers can’t do it all.

The Top 10 essential leadership skills for 2023 after the Great Resignation + Quiet Quitting, for Managers

What are employees looking for in their job roles?

Values alignment. Millennials and Generation Z are now the largest segments in the workplace. What countless surveys and reports have found was that the members of both generations are seeking jobs in mission-driven companies whose values align with their own. When companies fail to live up to their own values and the employees’ expectations, the employees will take it to the street with protests and call-outs. And I give just two examples: the Google walkouts in 2018, and more recently, the pressure employees and customers have put on brands still doing business in Russia.

Flexible work schedules. Millennials with families expect their jobs to provide them with a healthy work-life balance where they can spend quality time with their children and spouses. Nearly 1 in 5 Gen Z’ers want to run their own business, and the vast majority of them have one pet hobby they would like to nurture and manage so flexible work schedules are important for them too.

Professional Growth & Development Opportunities. No one wants to do the same job for years and then retire. Employees want to grow as professionals and advance in their careers. They expect employers to provide them with on-site training or offer a training allowance they can use to develop their skills further. According to LinkedIn statistics, Gen Z learners watched 50% more hours of educational content on LinkedIn. Improve my skills to improve your company.

Opinion heard and Initiative welcomed. There is no bigger satisfaction than working in an environment where your opinion is heard, your input is valued and you are expected and encouraged to improve how the company is doing email marketing, or customer service or product design. When you see how your work contributes to the organization’s larger purpose, it’s the best feeling.

What skills are managers expected to acquire or develop?

Performance development. Managers need to shift from performance management to performance development. It’s not enough to monitor and assess performance, they need to support employees in developing their skills which leads to increased performance.

Communication, Empathy and emotional support. Gallup recommends that managers have one meaningful conversation per week with each team member — 15-30 minutes. They found this helps employees reduce disengagement and burnout.

S-curve employee learning management. The S learning curve strategy is a great framework to build a winning team and a highly efficient tool for employee development. This framework is the essence of professional development for employees at every stage of their careers. The manager identifies any skills gap the employee needs to close.

Diversity and inclusion management. Generation Z is the most diverse generation we have ever seen. Managing and nurturing the development of these workers needs to align with the company’s business goals and the development needs of other generations working together in the same office.

Top 10 essential leadership skills for managers for 2023, BRAND MINDS edition

  1. Performance development
  2. Peer-to-peer and team coaching
  3. S-learning curve management
  4. Communication, Empathy and emotional support
  5. Employee growth culture
  6. Engagement and retaining
  7. Retraining and career coaching
  8. Diversity and inclusion support
  9. Skills gap anticipation
  10. Agility

LinkedIn Learning and How is helping your business

LinkedIn Learning was launched in 2016 in San Francisco, about a year and a half after LinkedIn acquired online learning site Lynda.com for $1.5 billion. A large part of LinkedIn Learning is based on Lynda content, and went live, accordingly to Tech Crunch, with around 9,000 courses on offer. Subjects taught through the service include business, technology and creative topics, with courses running from programming skills to writing and accounting.

“With more than 450 million member profiles and billions of engagements, we have a unique view of how jobs, industries, organizations and skills evolve over time. From this, we can identify the skills you need and deliver expert-led courses to help you obtain those skills. We’re taking the guesswork out of learning. The pressure on individuals and organizations to adapt to change has never been greater. The skills that got you to where you are today are not the skills to prepare you for tomorrow. In fact, the shelf-life of skills is less than five years, and many of today’s fastest growing job categories didn’t even exist five years ago,”declared LinkedIn representatives at the time of the launch.

Managers can customize multi-course “learning paths” for employees, and examine analytics to measure employee progress. The courses (divided into business, technology and creative categories) are available free with a LinkedIn Premium subscription for individuals and there is also an enterprise version. The platform offers solutions for business, higher education, government agencies and libraries.

And, as techrepublic.com is pointing out, LinkedIn Learning differs from other online training options because managers can customize multi-course “learning paths” for employees, and examine analytics to measure employee progress.

Moreover, the platform has a blog attached to it that will offer you even more pieces of information and interesting articles.

According to “Learning at the Speed of Business”, McKinsey & Company, May 2016, How the Digital Skills Gap is Killing Productivity IBM, quoted by LinkedIn, organizations that embrace a culture of learning can boost employee productivity by up to 50%.

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