That is the overlap between the top 5 competencies global executives actually display — & the top 5 competencies employees say they need from a leader 📉
Not "a bit of misalignment." Not "some nuance." Zero
Hogan Assessments assessed 21,000+ executives across 25 countries alongside 9,794 employees. The result is one of the most uncomfortable leadership datasets I have read this decade
🔍 What executives exhibit: Inspiring Others. Competing with Others. Presenting. Taking Initiative. Driving Innovation
🎯 What employees ask for: Communication. Decision-Making. Leading Others. Integrity. Accountability
98% of employees want leaders who communicate effectively. 97% want sound judgement. 97% want accountability. 97% want integrity
But, not one of these appears in the competency profile of the people sitting in the top seats!
And it matters
65% of people globally now say their immediate boss is the most stressful part of their life. 59% cite arrogance as the trait most undermining effectiveness. 72% say leaders should NOT be emotionally volatile — exactly the assertive profile that gets most executives promoted
So what is going on? 🤔
Organisations keep confusing emergent leadership with effective leadership.
Emergent leaders rise to the top. Bold. Charming. Visible. Self-promoting. They win the race to the corner office
Effective leaders make the organisation actually work. Trustworthy. Reflective. Accountable. Evidence-driven. They earn the trust of the teams they lead
Most companies select the first profile — & wonder why engagement drops, trust erodes, & their best talent quietly walks
Here is the part boards do not like to hear: the CEO alone influences up to 45% of financial performance. Yet we keep betting on visibility over substance, then pay handsomely to coach the gap closed once the damage is already in the P&L 💼
In my own CEO transition work, this is exactly the divide I see. The presence is there. The judgement, accountability & capacity to lead others — that is where the real work begins
The good news? Effective leadership is not a personality lottery. It is identifiable. Measurable. Coachable
The bad news? You have to measure it BEFORE the appointment. Not after
But don't take my word for it. Take it from a recent CEO client of mine:
"I want to take this opportunity to express my gratitude for your support & coaching in my development as a CEO. Your coaching has helped me to define a clear vision for our company, develop a strategic plan for my team, & enhance my self-awareness substantially. The coaching has been crucial in my journey to become a more effective leader. Your coaching not only helped me navigate the initial transition challenges but also empowered me to make impactful decisions that align with our long-term goals. I’d like to thank you for your invaluable support”
#LeadershipDivide #Hogan #MasteringExecutiveTransitions #CEOsuccession
About Navid Nazemian
Ranked as the world’s #1 Executive Coach by CEO Today for the third year running, I partner with senior leaders to navigate complexity, accelerate performance, and lead through critical transitions. Over the past two decades, I’ve supported hundreds of executives in overcoming unproductive thinking and solving their most complex leadership challenges—helping their organizations build world-class cultures and create lasting value.
If you’d like to reflect on a leadership challenge, an upcoming transition, or how I might support you, you’re very welcome to reply directly to this email.
You can also:
- Connect with me on LinkedIn for additional leadership insights
- Explore my international best-selling book ‚Mastering Executive Transitions: The Definitive Guide‘ described by Dr. Marshall Goldsmith as “THE ultimate guide to executive transitions to help leaders achieve their highest potential”
- Leave a review for my book here
What's Next? More insights on leadership, transitions, and executive effectiveness are coming your way next week. I’d genuinely value your perspective—feel free to share your reflections by replying to this email. I read every response.
Navid
