As the market changes, so do the needs of companies. While leadership has always been a part of the company culture, it is also changing.

Excellent leaders should be able to lead a company to success, help their teams become more productive, and create a workplace culture that is unique to the company.

There are many leadership trends that companies should know to stay ahead of the game.

With this in mind, we will explore the many types of leadership statistics that are crucial for any company to know in order to improve their company, their leadership, and overall trajectory.

A staggering 79% of employees will quit after receiving inadequate appreciation from their managers. 69% of Millennials are concerned that their workplace does not develop their leadership skills. The number of women on boards of directors is only 15%. In business, 83% of companies say developing leaders is crucial.

What Talents Do Great Leaders Have?

A survey by Gallup found that great managers have the following talents.

1. In addition to fostering trust and open communication, they offer complete transparency.

2. Not politics, but productivity drives their decisions.

3. With a compelling mission and vision, they motivate and engage all of their employees.

4. A culture of clear accountability is fostered by them.

5. They are capable of driving outcomes, overcoming adversity, and overcoming resistance.

Business Leadership Statistics

The fundamental goal for a business leader is the achievement of success in the long term. In order to succeed, there are numerous leadership skills that need to be developed. 

Leadership skills are not only important when building a company but maintaining and nurturing a workforce as well. Leadership quality is viewed as high by 48% of leaders in their current organizations, up from 34% in 2011.

Developing the next generation of leaders is the top challenge for 55% of CEOs according to a recent survey. This makes sense because 63% of millennials believe they aren’t being fully developed as leaders by their employers for management positions. 

This obviously creates problems in employee retention as many employees aren’t being recognized as future leaders quickly enough and are moving on to other opportunities as current employee recognition statistics show. 

In fact, only 11% of HR leaders feel they have a strong bench that can take over leadership roles as they open up leading to increased leadership gaps.

Leadership Burnout Statistics

Among employees and business leaders, three out of five (59%) say their organizations take some steps to guard against burnout, even though nearly a third (29%) wish businesses would display more empathy.

Almost 60% of leaders reported feeling worn out at the end of each day, which can be an indication of burnout. One recent survey found that 44% of leaders who feel worn and used up planned to move to a new company in order to advance their careers.

26% of those same respondents plan to leave their current company within one year.

Approximately 44% of leaders who feel used up at the end of the day expected to change companies in order to advance; 26% expected to leave within the next year.

Those with high potential for leadership have faced even greater stress. One survey of more than 1,000 high-potential workers found that 86% of them felt exhausted by the end of the day, an increase of 27% over the previous year. 

Leadership Training Statistics

While some individuals have inherent leadership qualities, those traits and skills need to be brought out, refined, and directed to the appropriate channels through effective training.

Leadership training investments were estimated at $357.7 billion worldwide in 2020, with $165.3 billion from North America. This is down from 2019 which makes sense since 2020 was extremely difficult for most businesses worldwide.

Study results show that participants undergoing leadership training improved their learning capacity by 25% and their performance by 20%. Many of these programs not only teach leadership theory and practices but also how these can be applied to the office setting.

The Global Leadership Forecast 2018, prepared by The Conference Board and Development Dimensions International, found that organizations that embrace a more inclusive approach to leadership training are 4.2 times more likely to outperform those that restrict development to management.

Leadership Stress Statistics 

Stress in leadership can have a negative effect on a companies bottom line. In fact, businesses in the US suffer a $300 billion loss every year because of workplace stress.

One recent survey of 2000 professionals found that 76% report that work stress has negatively impacted their relationships and 66 % report losing sleep because of work stress. A small but significant number, 16%, say they’ve had to quit a job due to stress.

Among those surveyed, 35% identify their boss as a major source of stress at work, and 80% say that a change in direct management or leadership has an impact on their stress levels.

Leadership Development Statistics

More than 77 % of organizations report that leadership is lacking, and while that is a big number it should not come as a surprise given that 10,000 Baby Boomers retire every single day.

At the same time, 83% of businesses say it’s important to develop leaders at all levels. Yet less than 5% of companies have implemented leadership development across all levels.

According to recent survey results, there is a succession planning crisis to be concerned about in many companies. There is an apparent ineffectiveness in the preparation of people for leadership positions.

Half of the respondents said their companies lacked sufficient leadership talent, and 47 % predicted there would be a shortage of leadership or executive-level skills in the future.

Women in Leadership Statistics 

For the past 17 years, one question has continued to plague schools, organizations, businesses, and people all over the world: Where are the women in leadership? Not just in America but worldwide.

In a Harvard 360 review from 2019 women achieved higher scores than men in 17 out of 19 categories that distinguish excellent leaders from average or poor ones, including developing relationships, collaborating, and communicating.

Corporate America is finally seeing an increase in women in leadership positions one survey last year found. Women’s representation in senior management grew from 23 to 28 percent between January 2015 and January 2020, while representation in the C-suite increased from 17 to 21 percent.

Under-represented women of color, in particular, remained a problem, but the trend was improving. Still Only 85 women were promoted to manager for every 100 men one study found.

Just 29 %of senior leadership positions in the world are held by women.  87% percent of mid-sized companies worldwide will have at least one woman in senior management positions.

The good news is the percent of American women in leadership roles is changing. Of the current Fortune 500 companies, 37 of those are led by women.

The table below shows the percentage of women in senior management positions around the world. As you can see more and more companies can see the value of women’s leadership ability.

Region of the WorldSenior Management % of Woman in Workforce
Asia Pacific 27%
North America29%
European Union30%
Latin America33%
Eastern Europe35%

How Do Leaders Want To Be Educated?

A survey by DDI’s Global Leadership Forecast (GLF) found the following.

Formal-in person training39%
Assessment to diagnose leadership strength42%
Developmental Assignments48%
External Coaching48%


Business is constantly changing and will always require adaptation. New statistics are identified every day about leadership and how managers can be more effective in businesses. 

The stats on leadership show that nowadays, companies and leaders must adapt to the demands of their changing environment and find new ways to achieve high employee retention.

Statistics show that when a company is continually adapting to changes, it is set up for success over a long period of time.

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