Upskilling in leadership has emerged as a key priority for professionals across industries.
Our latest salary survey revealed a growing trend: more leaders are recognising the need to continuously develop their skills to stay ahead.
Whether it's mastering new technologies, honing emotional intelligence, or enhancing strategic thinking, the focus on leadership development is clear. As organisations seek to navigate complex challenges, those who invest in upskilling are better positioned to drive success and inspire their teams to achieve more.
Vanessa Lalani, Division Director at Parity Consulting, specialises in connecting top talent in Marketing, Communications, and Digital fields with innovative organisations. Over her career, she has partnered with exceptional companies, guiding them in selecting the right leaders to propel their businesses forward.
Vanessa has captured a series of short videos where she shares insights on critical topics for securing executive talent. The videos cover 2024 trends in hiring, cultural fit, emotional intelligence, and provide tips for senior leaders exploring new opportunities.
1. Top 3 In-Demand Leadership Traits
Upskilling in leadership has emerged as a top priority for nearly a third of respondents in our latest salary survey. Creating an environment of psychological safety in the workplace is paramount, and Vanessa Lalani highlights three key leadership traits that our clients are particularly focused on:
i. Adaptability –
Adjusting strategies and actions, especially in response to rapid technology changes and shifting markets.
ii. Digital Literacy –
Not experts, but savvy enough to navigate the digital landscape with confidence.
iii. Creative Problem-Solving –
Bringing fresh ideas and sparking innovation. Certainly something to consider as you think about your own development.
2. Doing More with What You Have
With all the current talk about “doing more with LESS,” what if leaders reframed that to “doing more with WHAT YOU HAVE”?
If you're a leader feeling the pressure to drive growth and innovation with fewer resources, here are a few techniques—similar to an executive search approach—to help navigate this challenge:
i. Redefine Priorities –
Instead of bringing in external talent, focus on the core competencies and critical skills already within your team.
ii. Shift the Mindset –
Create a brief for the “perfect candidate” as if hiring, but use it to identify and develop potential in existing employees.
iii. Maximise Internal Talent –
Rather than trying to do more with less, leverage your team’s strengths to grow from within during challenging times.
3. Uncover the Hidden Talents in Your Team
To further maximise your internal team's strengths, asking the right questions can help unlock potential you never knew existed. One of the most powerful questions a line manager can ask their staff right now is:
“What is something you’re great at that we don’t know about, which the business could really use?”
This question is especially impactful in a lean environment,
– where leaders need teams that can go beyond their job descriptions and operate broadly, and
– at the same time, staff want to be challenged and fully utilise their potential.
Your team members possess a diverse range of skills and talents, but not everything gets shared during day-to-day work. Taking the time to ask this question can lead to valuable insights, ultimately benefiting both your team and the organisation as a whole.
4. The High Cost of Getting Senior Executive Hires Wrong
Hiring the wrong senior executive can have significant consequences, especially in today’s cost-constrained market. Here’s why it’s crucial to get it right:
i. Financial Impact –
A poor hire can cost up to two to three times the executive’s annual salary when factoring in recruitment costs, lost productivity, and redundancy payments.
ii. Cultural and Strategic Fallout –
The wrong leader can negatively affect company culture and derail strategic initiatives, making the fallout extend beyond just dollars.
iii. Methodical Hiring Matters –
While more senior talent is available, organisations must adopt a thorough approach, focusing on both technical and soft skills, culture fit or add, and diversity within their candidate pool.
5. Nurture Your Network
At the time of publishing, here’s a quick update for senior professionals considering their next move:
Over the past 12 months, the market has slowed, with many organisations restructuring to cut costs and realign with strategic objectives.
We’re seeing an increase in senior-level candidates on the market, and it’s taking longer to secure roles than before.
The good news? Key senior positions are still being filled, often through executive search and networks—so now is the time to nurture those connections, whether you're actively looking or not.
Start by connecting with Vanessa on LinkedIn.
Wrapping up:
Upskilling in leadership ensures that your team remains dynamic and adaptable, striking the perfect balance between stability and the infusion of fresh ideas needed to drive innovation and sustained growth.
Is your organisation facing leadership challenges?
Vanessa can assist you in gaining the clarity you need around your teams, your business goals—helping you to reignite your team’s engagement and drive growth.
Reach out to her for a confidential discussion.