I am a big believer in starting with the end in mind. Therefore, let’s lay out, right up front, what you’ll be hearing from me and our team over the next several months. In short, we’ll be talking about leadership, especially leadership in mid-market firms. In the leadership arena things have changed massively from the 20th century. The COVID-19 virus is an extreme example of the kind of major challenges we anticipate for leadership in the next ten years.

We will be talking about this new era, in particular, the cross-generational leadership where five generations can learn from each other. Events big and small affect groups differently. We need to focus on leadership at every generational and organizational level to produce the best overall leadership in modern organizations. Those companies that develop their leadership talent at every level will be more successful in dealing with “regular” changes and surprise changes, whether short term like a competitive threat or longer term like the COVID-19 threat.

You’ll see us use the phrase “The Leadership Decade” because the decade of the 2020s is a major tipping point where leadership must finally make changes from Industrial Age methods to Information (Digital) Age methodologies. In this dramatic shift is a call-to-action for current executives, which has inspired my latest book, The Leadership Decade: A Playbook for an Extraordinary Era. I’m excited to share these ideas with all of you, building on the knowledge gained from more than a decade of research and two prior books on the topic, and applying them in what is likely to be a decade of challenge and uncertainty.

Why leadership? Consider:

  • Leadership is the biggest strategic differentiator for attracting and retaining top talent.
  • The team with the best talent usually wins.
  • Strong leadership responds better in a crisis.
  • Top talent outperforms mediocre talent—from a productivity, revenue, and profit standpoint—by as much as 800%.
  • Investing in leadership development provides an exponential return on shareholder value.
  • By 2024, there will be $8.452 trillion of globally unrealized revenues because of the lack of available talent.
  • Organizations with quality succession plans realize up to 20% more in EBITA (earnings before interest, taxes, and amortization).
  • Organizations with wide and deep leadership communicate more effectively.

Over the last four months, you might have seen how your team’s leadership and communication skill has impacted your company’s ability to navigate compounding crises. If you’re looking for solutions, keep an eye on this space — we’ll have much more to share as we approach the launch of the book on August 12th.

Adapted from our upcoming book, The Leadership Decade: A Playbook for an Extraordinary Era. If you’d like more sneak previews, exclusive content, and early access to the book, join our Launch Team at https://s21.us/launchteam.