Unique competencies for leaders of the future

 There is a need to build the potential of people in the organization and ensure that knowledge, commitment and enthusiasm is up to par. The building of human potential needs a new agenda because we are faced with a new set of challenges in this century. Leaders therefore have to begin to redefine managerial capabilities.  In today's world the leader in organizations is confronted with some new expectations:
Expectation 1: Dream collectively
 The leader of today should allow for dream time among members of the organization. During strategic meetings and retreats leaders should allow members of the organization to have their own dreams about the organization, its future and the possibilities that the organization can attain. A collective dream process would set a larger and more robust agenda for the organization to pursue.
Expectation2: Balance Short Term Goals with long term ones
Every plan for the organization ought to be divided into fazes. Today's follows are not always patient enough to wait for the long term outcomes to appear before they begin to show some level of satisfaction and conviction for the process. It is therefore necessary for leaders to highlight short term goals as well as long term to encourage those who are in the team to begin to see results early in the process, so that they do not get frustrated along the way and give up too soon.
Expectation 3 Build an organization that values people
Human beings are the most important resource for organizational progress. Leaders have to begin to find ways to show the people of an organization that they are valued. This does not refer to remuneration alone. There are other issues that border on the way people are treated. Equity is a main consideration here so is career development, training and career guidance.
Expectation 4. Understanding the reality of the organization
Leaders as well as their followers are expected to be in tune with the reality of the organization concerning its place in the sector it belongs and the competitive advantage it possess. Leaders should not sit in board meetings and set agendas and targets without understanding the realities that the organization faces in the outside world.
These four expectations require new skills and competencies on the part of today's leader.

• Cast of the burden of control and command: The new leader needs to be able to give followers and team members enough latitude to do their jobs within the organization. Micro managing or constraining capability is out of the question. We do not say there should be no leader in place, but in order to have maximum output, restraints should be removed and the lines of freedom of operation should be expanded within the confines of the rules and ethics of the profession and organization concerned. 
• Leaders and the led should be in alliance and work as a team to follow procedures and processes as well as achieve goals and objectives together.
• There has to be a deeper understanding of the power of appreciation. All human beings like to be appreciated. None should be taken for granted. If leaders could consistently find ways to show appreciation to people who sacrifice and succeed in getting things done for the larger organization, progress would definitely be greater. 
• The leader also has to keep reminding people of what's important. It can be easy for people to lose their concentration and get confused about what the real objectives and goals of the organization really are. The leader should take it upon himself to remind the people in the group what is important. 
• The leader should also generate and sustain the trust of the people that follow him or else there would be a low level of commitment on the part of those who follow. 
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The leader of today's organization should have the following success factors tucked into his belt:
-He must be customer driven. The focus on today's customer must cascade from the top of the organization so that it becomes endemic. All orientations and trainings events in major organizations are including the customer as a major factor of focus.
-Energy, drive and change are major characteristics of the leader of major organizations today. He must have the energy to sustain activity, the drive to move forward and the ability to adapt to change.
Analytical minds that can quickly analyze issues and determine how the affect the fortunes and people of an organization are needed in leadership more than ever before.
-Commercial Ideas and action  are also required. The modern organization thrives of creativity to outwit the competition and keep the organization in contention.
-Leaders need to be able to make major plans for achieving the goals of the organization and implement such plans using the skills of their teams collectively.
-Open communication is also a success factor of major leaderships in organizations since leaders who do not communicate effectively are not to be trusted by members of the organization.
-Leading and motivating the team is also a skill that the leader desperately needs. Even though we expect teams to be able to function once they are given lee way to operate, in difficult and challenging times they need a motivator to encourage them. Who would do it better if not the leader?
-The leader is also a partnership builder. Often he has to reach across divides and request for help to carry out tasks. Where his organization is lacking in technical skills and ability it is not always easy to hire and poach. He may simply decide to reach out and forge partnerships.