• The number one factor driving change within an organization is leadership
• 54 percent of respondent identified leadership (CEO) as the agent of change within the organization
• In turn, leadership was blamed by 71 percent of participants as the reason a company failed to make its objectives
• From the result of Watson Wyatt study (1997) on executives in US, Canada, Latin America, Europe and Asia Pacific. It is obvious that leaders feel little progress has been made in the leadership development
• Why? Executives in the study identified four distinct obstacles as the major barriers hindering leadership development
  • Inadequate succession planning
  • Inadequate leadership training
  • Lack of commitment to leadership development and
  • Failure to delegate bu senior management
• Each of these barriers to leadership development is rooted in part in an organization’s culture – and in the conflict with the leader’s role in the 80’s and early 90’s versus the leader’s role today

• Some leaders are not effective. 
  Why employees do not want to listen to them
  • To be effective leaders, we should have Personal Leadership Qualities
  • Leaders must themselves exhibit the work habits, attitudes and priorities they expect of their subordinates id their leadership is to be the most effective
  • Exhibiting confidence in an increasingly uncertain situation is the second most frequently notes personal leadership quality
  • What exactly the Personal Leadership Qualities
    1. Leading by example
    2. Facing change and uncertainty with confidence
    3. Being motivated by strongly held principles and beliefs
    4. Knowing one’s own strengths and weaknesses
    5. Being committed to continuous learning

(Source : Watson Wyatt Research & Publication)