Leadership development and succession gaps challenge modern organizations

Organizations are facing a critical shortage of prepared leaders due to generational retirements and executive burnout. According to the Global Leadership Forecast 2025 by DDI, only approximately 20% of human resources professionals report having successors ready for their most critical roles, and only 49% of those positions could be filled with internal talent today.

Experts suggest that traditional training methods are insufficient for developing essential soft skills such as empathy, critical thinking, and social influence. Paulina Vittini, CEO of MentorU, notes that these capabilities are best consolidated through constant practice rather than traditional formats. Additionally, while Gallup data indicates that 70% of employee engagement depends on direct managers, only 44% of managers report having received prior training for their roles.

To address these gaps, effective delegation is highlighted as a vital management tool. Jonathan Golergant, rector of the Universidad Tecnológica del Perú, emphasizes that successful delegation requires granting autonomy and responsibility over results rather than micromanaging operational details. Effective leadership involves selecting transferable tasks, setting clear objectives and success criteria, and implementing structured follow-ups that provide support without stifling independence.