Zero. · King Dems PR Academy

Zero.

That is the overlap between the top 5 competencies global executives actually display — & the top 5 competencies employees say they need from a leader 📉

Not "a bit of misalignment." Not "some nuance." Zero

Hogan Assessments assessed 21,000+ executives across 25 countries alongside 9,794 employees. The result is one of the most uncomfortable leadership datasets I have read this decade

🔍 What executives exhibit: Inspiring Others. Competing with Others. Presenting. Taking Initiative. Driving Innovation

🎯 What employees ask for: Communication. Decision-Making. Leading Others. Integrity. Accountability

98% of employees want leaders who communicate effectively. 97% want sound judgement. 97% want accountability. 97% want integrity

But, not one of these appears in the competency profile of the people sitting in the top seats!

And it matters

65% of people globally now say their immediate boss is the most stressful part of their life. 59% cite arrogance as the trait most undermining effectiveness. 72% say leaders should NOT be emotionally volatile — exactly the assertive profile that gets most executives promoted

So what is going on? 🤔

Organisations keep confusing emergent leadership with effective leadership.

Emergent leaders rise to the top. Bold. Charming. Visible. Self-promoting. They win the race to the corner office

Effective leaders make the organisation actually work. Trustworthy. Reflective. Accountable. Evidence-driven. They earn the trust of the teams they lead

Most companies select the first profile — & wonder why engagement drops, trust erodes, & their best talent quietly walks

Here is the part boards do not like to hear: the CEO alone influences up to 45% of financial performance. Yet we keep betting on visibility over substance, then pay handsomely to coach the gap closed once the damage is already in the P&L

In my own CEO transition work, this is exactly the divide I see. The presence is there. The judgement, accountability & capacity to lead others — that is where the real work begins

The good news? Effective leadership is not a personality lottery. It is identifiable. Measurable. Coachable

The bad news? You have to measure it BEFORE the appointment, not after.

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