Leadership Benches Are Shrinking
- Robert de Loryn
- May 19
- 2 min read
Across many industries, the leadership bench is getting thinner. Organisations are finding that the available external talent pool does not always match the capability required, the pace of change, or the cultural fit needed to lead effectively.
Hiring from outside may still be necessary, but it is no longer enough.
The World Economic Forum’s Future of Jobs Report 2025 found that 39 percent of workers’ core skills are expected to change by 2030, with leadership, social influence and talent management among the capabilities growing in importance.
Deloitte’s 2024 Global Human Capital Trends survey also drew on responses from 14,000 business and HR leaders across 95 countries, highlighting the scale of workforce and leadership change now facing organisations.
The challenge is not simply a shortage of people. It is a shortage of ready leaders who can think commercially, lead change, build accountability, influence behaviour, and create trust under pressure.
Many organisations have strong technical performers, but technical strength alone does not guarantee leadership depth.
Great companies are responding differently. They are developing from within. This means identifying high-potential people earlier, not only when a vacancy appears. It means giving emerging leaders real stretch assignments, structured coaching, clear feedback, and responsibility for outcomes. It also means measuring leadership behaviour, not just task completion.
There are practical actions every organisation can take.
First, define what effective leadership looks like in your business. Be clear about the behaviours that drive performance, culture, customer outcomes and accountability.
Second, build leadership routines. Monthly coaching, peer learning groups, 1:1
accountability conversations and practical masterclasses create rhythm, not random development.
Third, give people ownership before they feel fully ready. Leaders grow when they
are trusted, challenged and supported to make decisions.
Fourth, stop tolerating poor leadership behaviour because someone is technically
strong. Culture is shaped by what leaders allow, not what values statements say.
The companies that win will not wait for the market to produce perfect leaders. They will build them internally, align them culturally, and create a leadership legacy strong enough to carry the organisation forward.
Engage with the key insights below to see how your organisation can stop waiting for the perfect leader and start building a lasting leadership legacy.
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