Capgemini’s Post

What skills will define the next generation of leaders? 🤔 Capgemini's new report reveals how leadership is transcending gender, with AI, innovation, and agility as the new essentials. But a critical perception gap persists. Discover the key findings and how to build a truly future-ready leadership team. 👇 #FutureOfLeadership #InclusiveLeadership #Capgemini

What does the future of leadership look like? Capgemini Research Institute’s latest report, “Gender and leadership: Navigating bias, opportunity, and change,” explores how leadership is evolving and what skills will matter most. Swipe through the carousel to explore some of the key findings from the report. Highlights: ✅ Today, leadership transcends gender: It’s defined by skills and capability. 77% of leaders acknowledge that women are just as effective as men in leadership roles and women are gaining confidence. ✅ Future skills: AI, data analysis, and innovation are emerging as essential technical capabilities, while agility and confidence stand out as key personal leadership strengths. ✅ Perception gap: Gender stereotyping of critical future skills and strengths risks widening the gap between perception and reality. ✅ Bias persists: Gender-based bias still limits opportunity and growth. The report offers practical steps for organizations to bridge the gap in building truly inclusive workplaces and future-ready leaders. 📖 Read the report: https://bit.ly/4mXFVrH

A quick look at Capgemini Research Institute’s Gender & Leadership 2025 Report. Based on a global survey of 2,750 leaders across 11 countries and 9 industries, the report reveals: 77% of leaders believe women are as effective as men in leadership roles. 68% agree that having more women in leadership improves business performance. Yet only 46% of leaders feel confident using AI and automation—despite 74% saying AI skills are critical for leadership advancement. The report explores how gender bias, skill perceptions, and leadership models are evolving—and what organizations must do to build inclusive, future-ready leadership. To read the full report use the link in the post.

AI and innovation are redefining the leadership skills that organizations require. The latest Capgemini Research Institute report, "Gender and Leadership: Navigating bias, opportunity, and change", shows that 𝟳𝟰% 𝗼𝗳 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝗔𝗜 𝘀𝗸𝗶𝗹𝗹𝘀 𝗮𝗿𝗲 𝗲𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹 𝗳𝗼𝗿 𝗰𝗮𝗿𝗲𝗲𝗿 𝗽𝗿𝗼𝗴𝗿𝗲𝘀𝘀𝗶𝗼𝗻, 𝘆𝗲𝘁 𝗼𝗻𝗹𝘆 𝗼𝗻𝗹𝘆 𝟰𝟲% 𝗼𝗳 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗰𝗼𝗻𝘀𝗶𝗱𝗲𝗿 𝗔𝗜 𝗮𝗻𝗱 𝗮𝘂𝘁𝗼𝗺𝗮𝘁𝗶𝗼𝗻 𝗮𝗺𝗼𝗻𝗴 𝘁𝗵𝗲𝗶𝗿 𝗸𝗲𝘆 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝘀. This skills gap, combined with persistent perceptions that technical skills are more masculine, risks widening the divide in how leadership potential is recognised. In my own career, I have seen how quickly technology shifts the leadership landscape. Ten years ago, digital fluency was considered a differentiator. Today, it is expected. AI is on the same trajectory, and leaders who are not prepared will struggle to keep pace. The priority now is to strengthen both technical and human skills, so that innovation drives resilience, performance and long-term growth. Read the full Capgemini Research Institute report here and I'm eager to get your views in comment of this message: https://lnkd.in/eC7JPN2C Aiman Ezzat Anne Lebel Virginie Regis Beatrice Speisser Jerome Buvat Marie-Neige Couriaut Jean-Baptiste Perrin Jeremy Heimans Emmanuel Lochon

How does the future of leadership look like when bias still shapes how we value skills?  Our new research reveals a striking paradox: men and women are equally confident in their leadership abilities, yet persistent stereotypes continue to distort how those skills are perceived and rewarded.    At a time when AI, innovation, and agility are defining the next era of leadership, we cannot afford to let bias limit opportunites and influence any outcome. Technical fluency, inclusion, and adaptability must come together if we want to build organizations that are truly future-ready.    The Capgemini Research Institute's latest brief, Gender and leadership: Navigating bias, opportunity, and change, highlights:  § How leaders view and value technical and human skills  § Where bias continues to create barriers for both women and men  § What organizations can do to embed equity into leadership development    For me personally, this research is a reminder that we all have a role to play in challenging bias and building truly open leadership cultures. It’s a journey I care deeply about, and one I believe will define the future of business success.    👉 Download the full report here: https://lnkd.in/dGRKz_nC    #GetTheFutureYouWant #GenderAndLeadership #CareerGrowth Capgemini Capgemini Invent Sandra Ficht Michaela Dr. Schaefer Timo Graf von Koenigsmarck Volker Darius

Despite the gender bias in AI, there's good news. "Notably, many of the human skills that become more valuable in an AI-rich environment are ones often associated with effective women leaders: emotional intelligence, team-building, adaptability, inclusive decision-making....That’s not to generalize or say “women are naturally better leaders,” but it indicates women are bringing plenty of the right skills to the future of work. So an AI-powered world could be one where women thrive as leaders – if we cultivate that abundance mindset and dismantle the old barriers." See the full post here: https://lnkd.in/ehVESMhK

The Lie: “I need more certifications to move up.” Here’s the truth: Most high-performing women in STEM already have the skills, degrees, and expertise. What’s missing isn’t another credential. It’s the visibility, positioning, and leadership signals that decision-makers actually reward. Here’s what keeps so many women stuck: 1 – The Overqualification Trap Collecting more degrees hoping it’ll prove readiness. But at senior levels, impact > credentials. 2 – The Visibility Gap Hard work stays invisible when you avoid advocating for yourself. Leaders can’t promote what they don’t see. 3 – The Executive Presence Shift At mid-career, promotions hinge less on output. And more on: → How you speak in meetings → How you carry decisions → How you influence rooms That’s what unlocks leadership. Not another certification. If you’re tired of over-preparing while watching others leap ahead… It’s time to stop waiting for another degree to “qualify” you. You’re already qualified. Now you need to show up like the leader you are. 📌 Book a free clarity call with me.

The future of female leadership will look nothing like today. 5 predictions from someone who's been in this space for >20 years: 1. Energy management will replace time management Companies will uniformly measure output, not hours. Leaders who protect capacity will outperform those who don't. 2. Invisible labor will become visible Organisations will recognise and redistribute emotional labor. It won't all default to women. 3. Boundaries will become leadership KPIs Leaders who model sustainable practices will be valued over those who sacrifice themselves. 4. The "always-on" culture will die Async work and protected focus time will become standard. Urgency addiction will be seen as poor leadership. 5. Success metrics will evolve Wellbeing, team development, and sustainable performance will matter just as much as pure output. What this means for women leaders: - Start modeling these changes now - Build systems that protect your energy - Lead from sovereignty, not sacrifice - Stop waiting for permission to work differently The leaders who adapt early will shape this future. Those who don't will burn out trying to compete. What do you think? Too optimistic? Which prediction excites you most?

Proving superhuman capacity makes sustainable success impossible for everyone watching. Women leaders fall into this trap. Late nights. Weekend emails. Never unplugging. Work everywhere, always. When confronted, the defense is immediate: "But I can handle it." Capability isn't the question. Modeling is. What happens when leaders demonstrate superhuman capacity: → Teams interpret boundaries as weakness  → Sustainable performance looks like underachievement  → Struggles get hidden instead of addressed → Standards become impossible to maintain From a leadership perspective, honesty about what's realistic matters. Women already navigate impossible expectations.  👉 Professional excellence. 👉 Personal perfection. 👉 Biological complexity. Proving belonging in spaces that weren't built for inclusion. Demonstrating limitless capacity adds pressure to everybody. Teams need permission to be human while remaining excellent, not another superhuman example. Model sustainable success, not martyrdom. What unrealistic standard gets accidentally taught through example?

Why Being "Naturally Good With People" Could Be Sabotaging Your Career Here's a statistic that should make you pause: Women managers are 60% more likely to provide emotional support to employees than their male counterparts, yet only 25% of companies formally recognize this work in performance reviews. We've turned what flows naturally from your leadership identity into an unpaid service "obligation." Make sure the qualities that make you an effective leader don't get redefined as duties you owe others instead of strengths you bring. The Identity Edge: Your relational intelligence, pattern recognition, and people-reading abilities aren't services you provide, they're core parts of your leadership identity. You need to view them as such. When you lead FROM these strengths instead of being trapped BY others' expectations, they become your competitive advantage. Research shows that leaders who use their natural relational strengths strategically, rather than reflexively, create higher-performing teams and accelerate their own advancement. This means making conscious choices about when, how, and why you use these capabilities, rather than automatically filling every interpersonal gap you see. Application: This week, identify one area where you're managing team dynamics or providing support out of obligation rather than strategic choice. Ask: Is this developing my leadership capacity and creating mutual value, or am I just convenient? Then make an intentional decision. Your relational intelligence is part of your leadership identity. Own it, don't owe it. For Your Further Review: McKinsey Women in the Workplace 2021 & 2024; Recognition gap: World Economic Forum analysis of women's workplace contributions 2021; Strategic deployment: Harvard Business Review 2022 research on women's leadership effectiveness