With lessons learnt from the year that was, a new breed of leader will emerge in 2010, according to psychometric consulting firm, SHL.
"Leadership in 2009 was very transactional; it was about rolling up the sleeves and getting on with it. In 2010, there will be a swing back to the charismatic, transformational leader of the past, however it will be kept in check," said Stephanie Christopher, national director, SHL Australia and New Zealand.
"Lessons learnt in 2009 will ensure the future leader, at least in the short term, will remain disciplined and focused, but bring a new element of inspiration to transition the workforce into the upswing," she added.
According to Christopher, the tables have turned following the GFC and the private sector will now look to the public sector for insight into what makes a great leader.
"The public sector is good at aligning its people with its strategic direction. As a result the sector has faired better than most organisations over the past year, in terms of employee retention and engagement," Christopher said.
According to the State of the Service report 2008-09 the majority of APS employees (85%) were motivated to do their best possible work, and almost all (97%) were willing to put in extra effort to get a job done, when needed. Overall levels of job satisfaction were high at 81%.*
"As organisations get back on an even keel and the talent war re-surfaces, it will be important that their people are not only talented but engaged.
"The most common mistake an organisation can make is to assume that retention is a one-size-fits-all initiative. Management needs to understand each employee's drivers and motivators to guarantee engagement and productivity in 2010.
"Building engagement initiatives that are supported by strong leadership will ensure organisations are able to reap the benefits in the year ahead," Christopher said.
In the Finance and Professional Services sectors, where lay-offs have resulted in teams being disbanded, Christopher suggested 2010 will provide a renewed focus on mending fences and building teams back to their former glory.
"Organisations will use this time to define what success looks like in 2010 and identify what talent is needed to get there. Employers will look to appoint their 'A-team' to help get their businesses to where they need to be," she added.
Changing economic conditions will also intensify competition for market share. Christopher says businesses will be under pressure to protect their customer base and attract new customers in 2010.
"Smart organisations will be looking for the right people to help with the increased demand for personalised and efficient services.
"Capturing employee performance data via objective tools such as occupational personality, motivation or ability questionnaires will allow employers to ensure the right staff are in the right roles.
"Organisations need to assess what talent they have now, identify skills and role gaps against the organisation's strategic plan, and target learning and development to these areas. What organisations may find is that they already have the potential within their organisation," she said.
Christopher added that employers will need to act fast and be ruthless if they are to secure the cream of crop ahead of their competitors.