Future Leadership Skills


The competency model for people-focused leadership of the future.

Our Future Leadership Skills competency model is composed of six future-oriented leadership competencies:

Executives require empathy in order to allow emotions to unfold their positive impact. Especially when a lot is changing on the outside, it’s important for them to connect with the people in their teams and find out what’s driving them. This helps everyone find their bearings while navigating turbulent waters.

Why are we doing this in the first place? Which of our problems will this solve? What should we be doing instead? In the working world of the future, managers must radically question fundamental ideas and approaches. This is how they empower their team and their company to adapt to new market requirements.

Interpersonal skills are becoming increasingly important in the working world of the future. With an appreciative attitude, executives support their team members in developing the courage and motivation to contribute and develop all their skills and potential.

Empowered teams are the prerequisite for successful change. They create room for ideas, innovations, synergies and new ways of working together. Executives must set an example – and consider it their duty to consciously address and promote personal responsibility.

The future presents teams with new challenges that require answers: Ideas, creative approaches to solutions, new colleagues, customers and partners, an innovative orientation. It is the task of executives to promote new thinking. Especially in complex contexts.

Communication, collaboration and decision-making constellations will have to be constantly redefined in the working world of the future. To achieve this, executives require a healthy amount of assertiveness – in order to find solutions that create value for them, their teams, and the organization.



Crazy times, new leadership

Tomorrow’s working environment is becoming increasingly complex and demanding. In order to position themselves well for this, executives must become more adaptable to change.
In our work with executives, we have observed that certain career paths and associated professional roles lead to certain interpersonal competencies being particularly strong and others lesser over time.  

We have identified six key competencies that will make the difference in the working world of the future and developed the Future Leadership Skills Model on this basis. We encourage executives to ask themselves the following questions: Where are my strengths? How does this affect my leadership behavior? What are others particularly good at and what can I learn from them? 

The key to the further development of your own leadership work lies in the identification of individual development areas. This is where the greatest potential for change exists for the leadership of teams and entire organizations.