2025 has arrived, forcibly so, and with challenges that demand the most capable of CEOs to seek elevated engagement, support and sophistication from their top leadership team and board.
The 2025 landscape for leadership talent is changing and will continue to evolve.
Not long ago, resilience and agility were among the more sought-after leadership competencies. In our search work, we experienced CEOs and Boards engaging our services to recruit dynamic leaders that could navigate uncertainty - this certainly heightened through and following COVID-19.
While agility and resilience aren’t absent players, today we see increasing emphasis on results-orientation, customer centricity and emotional intelligence. A recent Global Client Perspective | AESC survey of over 1000 business leaders worldwide highlighted these three top competencies needed to lead in the current environment.
Against the backdrop of economic, geopolitical, and other pressures and disruptors, the 2025 leader is focused on driving better organizational hygiene, productivity and performance. At Royer Thompson, we love how these three competencies underscore that achieving business results is closely tied to how well leaders understand, inspire and work with people.
Let’s hone in on emotional intelligence.
For organizations to stay ahead in 2025, emotional intelligence must be prioritized when assessing leadership potential. And it makes sense. As an executive advisory firm, we’ve seen the growing demand for leaders who can manage complexity and external pressures while also inspiring, motivating and supporting their teams.
I have witnessed leaders who cultivate empathy and understanding foster a positive and winning culture, with a Harvard Business School study indicating that leaders who are able to master empathy will perform over 40% better in coaching, engaging others and decision-making.
Emotional intelligence encompasses five key components: self-awareness, self-regulation, motivation, empathy, and social skills. These traits enable leaders to Navigate Change with Resilience, Build Trust and Collaboration, Enhance Decision-Making and Attract and Retain Top Talent.
A strong search partner can tease out a candidate’s emotional intelligence through a myriad of techniques, including behavioural interviewing, 360-degree reference checking and targeted leadership assessments – to name just a few. The good news? Emotional intelligence is not a fixed leadership trait – it can be developed. It can be developed and refined through thoughtfully targeted leadership development, executive coaching and self-reflection.
While we cannot predict the future with certainty, one thing remains clear: CEOs and boards will continue to face mounting complexity and challenges. If you are seeking new leadership talent this year, my advice is to ensure your candidate short-list considerations have demonstrated empathy, self-awareness and the ability to inspire and connect. Emotional intelligence isn’t just a leadership competency – it can be your competitive advantage.