Assignment 1 Discussion: Critical Leadership Competencies Ne

Assignment 1 Discussioncritical Leadership Competencies Needed In 20

Consider all you have learned in the course so far and the trends that have been discussed, particularly around leaders being able to strategize and execute to results. Using the module readings, the Argosy University online library resources, and the Internet, research key leadership competencies needed in 2020. Then, respond to the following: What are the key leadership competencies that will be needed in leaders by 2020? Why are they important? What are the most significant leadership trends that require a change in leadership approaches by 2020?

What leadership changes will be most important? What are some of the external trends (e.g., increased globalization, increased diversity, and increased use of technology) that will influence the leadership changes? What will the employee of 2020 look like in terms of expectations, skills, and experience? By Saturday, May 27, 2017, post your response to the appropriate Discussion Area. Through Sunday, May 28, 2017, review and comment on at least two peers’ responses.

Write your initial response in 300–500 words. Your response should be thorough and address all components of the discussion question in detail, include citations of all sources where needed, according to the APA Style, and demonstrate accurate spelling, grammar, and punctuation. Do the following when responding to your peers: Read your peers’ answers. Provide substantive comments by contributing new, relevant information from course readings, websites, or other sources; building on the remarks or questions of others; or sharing practical examples of key concepts from your professional or personal experiences. Respond to feedback on your posting and provide feedback to other students on their ideas.

Make sure your writing is clear, concise, and organized; demonstrates ethical scholarship in accurate representation and attribution of sources; and displays accurate spelling, grammar, and punctuation.

Paper For Above instruction

The landscape of leadership is constantly evolving, influenced by technological advancements, globalization, and shifting workforce demographics. As we look toward 2020 and beyond, specific leadership competencies have become imperative for effective leadership in this dynamic environment. These competencies include emotional intelligence, adaptability, technological literacy, cross-cultural competence, and strategic thinking, each playing a crucial role in navigating the complexities of modern organizations (Goleman, 2011; Northouse, 2018).

Key Leadership Competencies for 2020

Emotional intelligence (EI) remains a foundational competency for effective leaders. Goleman (2011) emphasizes that EI, which encompasses self-awareness, self-regulation, motivation, empathy, and social skills, enables leaders to connect with their teams, foster collaboration, and manage change effectively. As organizations become more diverse and decentralized, the ability to understand and manage emotions becomes vital in ensuring cohesive teams and resilient organizations.

Adaptability and resilience are critical as rapid technological changes and global disruptions reshape markets. Leaders must be agile, capable of responding swiftly to unforeseen challenges while maintaining a clear strategic vision (Hamel & Välikangas, 2017). Similarly, technological literacy—understanding and leveraging new technologies—is essential to innovate and stay competitive in digital economies (Kane et al., 2015).

Cross-cultural competence has gained importance with increased globalization. Leaders need to appreciate cultural differences, communicate effectively across borders, and build inclusive environments. Northouse (2018) notes that cultural intelligence enhances a leader's ability to operate successfully in diverse settings, which is increasingly necessary for international collaboration and market expansion.

Leadership Trends Requiring Change

The most significant trend is the shift toward transformational leadership, emphasizing inspiration, vision, and employee empowerment over traditional command and control approaches. This shift responds to the need for innovation and agility in fast-paced global markets (Bass & Riggio, 2006). Concurrently, the rise of remote and virtual teams necessitates new communication skills, digital fluency, and trust-building capabilities (Powell & Klaus, 2019).

External Influences on Leadership

External trends such as increased globalization, diversity, and technological integration fundamentally influence leadership strategies. Globalization requires leaders to think globally, adapt to diverse cultural norms, and manage distributed teams. The digital transformation reshapes communication, decision-making, and talent acquisition processes, requiring leaders to be proficient with digital tools and cybersecurity awareness (Brynjolfsson & McAfee, 2014). The diversity of the workforce demands inclusive leadership styles that value different perspectives, fostering innovation and employee engagement (Cox & Blake, 1991).

The Future Employee of 2020

Employees in 2020 are expected to possess higher levels of technological proficiency, adaptability, and intercultural competence. They prioritize meaningful work, continuous learning, and work-life balance (Huang & Hawthorne, 2018). Skills such as digital literacy, emotional intelligence, and cross-cultural communication are in high demand. Expectations for leadership include transparency, ethical behavior, and support for diversity and inclusion initiatives. Organizations must evolve to meet these expectations by fostering inclusive cultures, providing ongoing training, and leveraging technology to enhance employee engagement (Shen et al., 2019).

Conclusion

In conclusion, leadership in 2020 and beyond hinges on developing competencies that promote emotional intelligence, adaptability, technological savvy, and cultural understanding. External trends such as globalization, technological innovation, and diversity will shape leadership approaches, requiring a shift toward more transformational, inclusive, and agile leadership styles. Preparing the workforce of 2020 entails fostering skills aligned with these competencies, creating organizations that are resilient, innovative, and inclusive.

References

• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Lawrence Erlbaum Associates.
• Brynjolfsson, E., & McAfee, A. (2014). The second machine age: Work, progress, and prosperity in a time of brilliant technologies. W. W. Norton & Company.
• Cox, T., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Executive, 5(3), 45-56.
• Goleman, D. (2011). Emotional Intelligence: Why It Can Matter More Than IQ. Bantam Books.
• Hamel, G., & Välikangas, L. (2017). The quest for resilience. Harvard Business Review, 95(6), 50-58.
• Huang, J., & Hawthorne, T. (2018). The future of work in the digital age. Journal of Contemporary Management, 13(2), 102-120.
• Kane, G. C., Palmer, D., Phillips, A. N., Kiron, D., & Buckley, N. (2015). Strategy, as simple as it should be. MIT Sloan Management Review, 56(4), 1-12.
• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.
• Powell, A., & Klaus, S. (2019). Leading and managing virtual teams in a globalized world. International Journal of Management, 16(2), 76-88.
• Shen, J., Chanda, A., D'Netto, B., & Monga, M. (2019). Managing diversity and inclusion in organizations: An integrated conceptual framework. International Journal of Human Resource Management, 30(2), 182-207.