The Most Important Leadership Skills for 2026 and How to Develop Them

“Leadership and learning are indispensable to each other.” — John F. Kennedy, former U.S. president

The world of work is quickly changing. The World Economic Forum’s 2025 Future of Jobs Report finds that technology and complexity demand more than simply managing tasks — leaders need to think strategically, act with emotional intelligence, and plan ahead.¹

To support leader development, this article outlines five high-impact leadership skills for 2026 and beyond, based on SIGMA’s Leadership Competency Framework. These skills matter at every career stage and will only become more critical over time for both emerging leaders and senior executives. The following sections outline the key skills and practical ways to develop them, and present a comprehensive framework for development.

At a Glance: Five Essential Leadership Skills

1. Technical Orientation
2. Analytical Orientation
3. Flexibility
4. Desire to Learn
5. Interpersonal Relations

Defining and Developing Top Leadership Skills

Technical Orientation

Technical Orientation is the ability to apply technical expertise gained through education, training, or experience. What it looks like depends on a leader’s role and industry, ranging from learning coding languages, practicing new data tools, or gaining a niche technical skill. Given the fast-paced and technology-driven nature of work, most leaders have likely had some experience adjusting for new technical skills already.

• Quick development tip: Identify one relevant emerging tool or technology and schedule weekly time to explore it. This could involve following thought leaders on LinkedIn, watching video tutorials, or experimenting with new instruments. Small, consistent effort beats large, infrequent bursts. 

Analytical Orientation

Analytical Orientation is the use of logical reasoning to dissect and understand complex, multifaceted problems. In a world inundated with confusing data and misinformation, analytical orientation allows leaders to cut through noise, identify patterns, and make informed decisions.

• Quick development tip: Practice logical problem-solving by playing simple but challenging games. Whether this looks like completing a paper crossword or answering an online riddle, there are many options for fun yet brain-stimulating challenges. Leaders can also exercise critical thinking in their daily work by questioning assumptions, identifying patterns, and asking questions.

Flexibility

At its core, Flexibility is the ability to adapt an approach to achieve a goal, particularly in the face of change or uncertainty. Flexible leaders face obstacles directly, adjust plans quickly, and make strategic decisions under uncertain conditions.

• Quick development tip: Consider a tool or approach that feels uncomfortable and give it another try with an open mind. Leaders can also seek challenges by requesting stretch assignments, finding opportunities for cross-functional collaboration, or pursuing anything that is outside of their comfort zone.

For more on the link between flexibility and resilience, see Building Resilience by Developing Flexibility.

Desire to Learn

Leaders who score high on Desire to Learn actively pursue new experiences, challenge themselves through growth opportunities, and respond to constructive feedback with motivation and follow-through. By committing to continuous learning, leaders are better equipped to anticipate changes and uncover new opportunities for growth.

• Quick development tip: Ask a peer, supervisor, or trusted friend for feedback on blind spots and growth areas, and approach responses with curiosity rather than defensiveness. Identify one specific area for development and find resources that can support learning.

Interpersonal Relations

Interpersonal Relations is focused on building strong relationships and relating to others through warmth, empathy, and effective communication. With the rise of hybrid work and cross-cultural teams, the ability to forge trusting interpersonal connections is more valuable than ever. Leaders who excel in this area cultivate psychological safety and communication clarity, uplifting others and supporting organizational success.^{2, 3}   

• Quick development tip: Where possible, make a habit of checking in with colleagues in a friendly manner. Demonstrate trust in others by being available for discussion while avoiding micromanaging. When conflicts inevitably arise, leverage active listening, mindful reflection, and empathetic communication.

It might feel uncomfortable or unnecessary to invest in leadership development. But remember:

“What got you here won’t get you there.” — Marshall Goldsmith, executive coach and author

Professional development allows leaders to update their skill sets to meet future challenges. By investing in skill growth today, leaders can ensure their continued success and lead with confidence in the future.

How to Create a Leadership Skill Development Plan

Step 1: Pick the top priorities.

To select the most important competencies for growth, use the Leadership Skills Profile – Revised® (LSP-R®) Focus Report. The LSP-R is a personality-based leadership skills assessment that has been built through years of rigorous development and validation. The assessment includes a user-friendly report that can help leaders gain self-awareness of their strengths and growth areas, and provides guidance to focus their development efforts. Complete the assessment and review the results, keeping in mind the most important future leadership skills described above.

Step 2: Make a plan.

After completing the assessment, leaders receive the LSP-R Focus Report, including self-development templates to build a tailored plan of action based on their results. Key activities involve comparing growth areas to other feedback and evaluating skill relevance. Together, these activities help determine the top development priorities. Leaders can then use the provided templates to create specific routines for development, which include opportunities for reflection. 

Step 3: Take action.

Skill development goes beyond making a plan. It requires consistent effort, reflection, and resilience in the face of challenges. After choosing development actions, apply them in day-to-day work, reflect on outcomes, and adjust. Remember: skill building takes time, so be patient and treat development as an ongoing journey. Revisit the plan periodically and align efforts with the role’s evolving demands and future leadership expectations.

¹ World Economic Forum. (2025). The future of jobs report 2025. World Economic Forum. https://www.weforum.org/publications/the-future-of-jobs-report-2025/

² Fransen, K., McEwan, D., & Sarkar, M. (2020). The impact of identity leadership on team functioning and well-being in team sport: Is psychological safety the missing link? Psychology of Sport and Exercise, 51, 101763.

³ Mazzetti, G., & Schaufeli, W. B. (2022). The impact of engaging leadership on employee engagement and team effectiveness: A longitudinal, multi-level study on the mediating role of personal-and team resources. PLoS ONE, 17(6), e0269433.