The changing face of leadership: What all new executives need to know

The basics of running a successful enterprise are probably not that dissimilar to what they were ten or twenty years ago, however, the skills needed to successfully run one are certainly changing.  Digital transformation and fear of disruption due to economic, social or technological reasons are having a big impact on leadership, so if you are new to executive level roles or are keen to step up to the next rung of leadership, here are some factors to bear in mind:

changing face of leadership

Digitally savvy individuals make better leaders – it’s not always about having the skills but having an understanding of digital technologies and how they can be used within a business.  Those who can adapt, make use of digital data and look forward to future technologies will make more desirable executives in any industry.

Gender diversity matters – we read a lot about female leaders in the news and how companies are doing more to balance their board and include a good gender diversity in their top roles, so it was great to read that organisations with more women in leadership tend to have more sustained growth, because they have built an inclusive culture.

Early potential means long term success – organisations that make the most of early leadership potential can be more successful in the long run.  This is because they will be spotting talent internally and shaping future leaders into what the organisation requires. It may also help them to retain this talent, as failure to spot potential will almost always mean the individual becomes disengaged and takes their skill set somewhere else, where it will be recognised and appreciated.

New is just as important as old – successful leadership comes from knowing who to get to do what and this is very apparent when looking at the various generations within an organisation.  Senior leaders have a lot of experience to share, and yet Generation X are the first to truly grow up in the digital world and can offer a lot in terms of insights, digital skills and speedy execution.  It is about recognising the values of both and how to combine them that will lead to the best chance of success.

Leadership can’t be taught but learned – there’s a lot to be learned from the resources available, but surely more from the people around you who have been successful in their own executive capacity.  This links in with the previous point, that there is a lot new executive can learn from senior leaders and so why not make it part of your business culture to share ideas and mentor young executives?

In summation, if you want to be a great leader, you need to listen to the ideas and experiences of others.  You also need to be able to recognise that same leadership potential in others and be willing to help develop it.  If you want your organisation to be greatly led, you need to build a culture where you let leaders and potential leaders learn, watch and grow.   You need to spot the individuals who will bring new digital dimensions and recognise the value of gender diversity in your top line up.

If you need help finding the right executives to take your business forward, speak to M-Tec Executive Partnership today and start taking advantage of our excellent global network and industry expertise.  Contact us here for more information on how we can supply the best leaders for your organisation.




The Global Leadership Forecast 2018  –

Why You Shouldn’t Bring Executive Search In-House

As an employer, finding talented staff can be a time consuming, risky and costly task. Not only that, but keeping the right people in the job isn’t always easy. Therefore, the best way to manage the executive search minefield is to outsource to an specialist firm, rather than managing your executive search in house.

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Global Executive Search: understanding Linguistic and Cultural Diversity at the highest levels

When looking for talented leaders to take your business to the next level, why limit yourself to the boundaries of your own country?   As a global business or one with plans to export and expand, you will need a workforce who can operate on an international level and often that means escalating your executive search.

To do so, you will not only need to work with a recruiter who has a global reach, but one who can demonstrate their understanding of linguistic and cultural diversity at the highest levels.  This will be important if you want to find the right individuals who are not only in tune with your corporate culture, but who can demonstrate their understanding and experience of doing business internationally.

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New Year, New Career: Looking for An Executive Challenge in 2018?

Over the festive break you may well have been thinking about a change in your career.  The downtime that this holiday affords many of us is the ideal opportunity to reflect upon job satisfaction and whether we are being sufficiently challenged and excited by our current roles.  If you are currently working in leadership or feel you are well placed to step up to the next level of seniority, the New Year seems like the logical place to make this happen.

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The benefits of working with an executive recruiter

Good leaders are hard to come by.  Not everyone possesses the skills to be a leader and even less to be a truly inspirational one.  A good leader will have a clear vision, they will be someone who can set an example and even transform a business, but they must also be capable of making difficult choices.

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The Global Reach of our Executive Search

Many headhunters describe themselves as “global” but here at M-Tec Executive Partnership we can truly back it up.

From our UK Headquarters we have conducted searches for clients in 26 countries across North America, Europe, Africa, Asia and Australasia,  from the US to the UAE and Singapore to Sweden.

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Reward and Remuneration Strategies for Regional or Global Sales Leaders

Among our international clientele, the ways in which reward and remuneration strategies are organised varies greatly depending on the region, product portfolio, seniority, revenue responsibility and other internal organisational factors.

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How to attract the best candidates for your leadership roles

At the head of all great organisations is a great leader. But when that leader leaves, and you’ve got a role to fill, how do you go about attracting the best talent in the business?

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