“What got us here won’t get us there.”
As organizations face a global transformation not seen since the Industrial Revolution, this sentiment, commonly attributed to Marshall Goldsmith, seems to perfectly encapsulate the moment we’re in. Today’s leaders are navigating unprecedented change shaped by AI, political division and economic uncertainty. Amid this upheaval, one critical question surfaces: What qualities and skills must we seek in the organizational leaders who will guide us through the next decade?
To explore this, Bridge Partners launched The Leader of 2030 study, which polled C-suite leaders across the United States. Spearheaded by Arthur Woods, our chief business officer, this study’s goal was to uncover the most pressing skills and experiences sought in future leaders, alongside the trends and challenges shaping their roles. The findings point to an entirely new way of thinking about the profile of the ideal leader for the future.
A New Leadership Profile: The Myriad Leader
Historically, an executive leader was a functionally focused expert, often with the majority of their experience in a specific sector. But this is changing. According to LinkedIn’s 2024 State of the C-Suite and Executives report, fewer executive-level leaders have experience in only one industry or job function. The Bridge Partners study underscores this trend, highlighting that organizations now seek leaders who are adaptable and innovative—a new archetype that we’re calling the “myriad leader.”
Future leaders will need to bring a broader range of skills to the workplace. This includes global lived and professional experience, cross-function and cross-industry insights, and experience working with and managing across generations. According to our research, nearly 50% of participants feel that cross-functional experience will bring the greatest value to leadership teams. Additionally, 56% see the need for greater diversity in leaders’ professional backgrounds.
A variety of soft skills are also becoming key. More than half of our study’s participants emphasized the importance of cognitive diversity. Other vital skills will be strategic vision, problem-solving and collaboration.
Development And Recruiting Will Prioritize ‘Well-Rounded’ Leaders
Bridge Partners’ findings reinforce that the era of the specialist leader is waning, and organizations must reflect that in their leadership development and recruitment efforts. Two-thirds of polled executives prioritize attracting top talent with diverse lived and professional experiences.
From a talent development perspective, organizations will need to focus on programs that emphasize real-world experience, cross-cultural exposure and mentorship. According to 41% of leaders, rotational programs that expose leaders to various functions and industries will be critical. Additionally, executive coaching and experiential learning opportunities will be essential for developing effective future leaders.
Technology Is Transforming Leadership
Artificial intelligence’s impact loomed large in our study. This technology is already reshaping the way organizations operate, and the pace of change is only accelerating. McKinsey estimates that as much as 30% of worked hours will be automated, while nearly 70% of the leaders we polled believe AI will redefine their organizations in the next five years. They anticipate AI-driven insights will refine leadership strategies, optimize team dynamics and fuel innovation across the board.
As technology rapidly evolves, the need for leaders to stay ahead of the curve has never felt more urgent. The next few years will call for leaders who can harness the power of cutting-edge technologies at pace. In fact, 38% of executives we polled foresee smart technologies boosting leadership effectiveness, and nearly a third are eager to tap into predictive analytics to anticipate challenges and shape long-term strategies.
Hurdles To Building Optimal Leadership Teams
As organizations evolve, so do the challenges of building outstanding leadership teams. Our study highlighted what leaders consider the most significant barriers.
Around 20% struggle to keep pace with rapid technological changes, and 15% point to the challenge of upskilling their current workforce. Then 14% evenly highlight the barrier of insufficient strategic agility; building a healthy, empowering team culture; and effective change management communication.
These barriers reflect the complex, multifaceted demands of modern leadership. They underscore the need for adaptability, innovation and a forward-thinking approach to building leadership teams for the future.
How To Apply These Findings In Your Organization
Our Leader of 2030 study offers clear guidance for developing the next generation of leaders. Below are three key actions companies can take to stay ahead:
• Adopt The Myriad Leader Model: Redefine your leadership competency framework to reflect the breadth and variation of these leadership qualities.
• Invest In Rotational And Cross-Disciplinary Development: Design and implement structured programs that expose future leaders to different functions, industries and global perspectives.
• Prioritize Cognitive Diversity: During recruitment, actively seek leaders who have diverse perspectives and approaches to problem-solving. Then encourage cross-functional experiences internally to help foster innovation and agility in decision-making
Looking To 2030 And Beyond
In the next five years, we should expect that the pace of change will only accelerate, which increases the demand for leaders who can navigate complexity. To thrive in this environment, you’ll need to cultivate adaptable, innovative myriad leaders who bring diverse perspectives and cross-functional insights to their work. If you can embrace this new way of thinking, your organization will be better equipped to build resilience and unlock greater potential for growth and impact in the years ahead.