Leadership expectations are shifting faster than many organisations can adapt. Boards and executive teams are now operating in conditions defined by complexity, volatility and sharper external scrutiny, yet most leadership models were built for a more predictable era. As cognitive demands rise, organisations will need to look beyond familiar behavioural markers and recognise the thinking strengths that enable clearer judgement and better decisions. This piece sets out why the next decade will reward leadership teams that integrate a wider range of cognitive strengths, and what this means for succession, capability and organisational resilience.
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