Singapore — Leadership selection remains one of the most critical decisions for organizations and governments alike. Yet, as Forbes contributor Tomas Chamorro‑Premuzic argues, the process is often flawed, relying too heavily on charisma, confidence, or outdated criteria. His article “Four Ways To Improve The Selection Of Leaders” (September 2025) highlights practical reforms that can reshape how institutions identify and elevate their leaders.
1. Use Evidence‑Based Assessments
Instead of relying on intuition or personal networks, organizations should adopt scientifically validated tools to measure competence, emotional intelligence, and decision‑making ability. This reduces bias and ensures leaders are chosen for their actual skills rather than appearances.
2. Prioritize Track Record Over Potential
Too often, leadership selection favors those who “look the part” rather than those who have demonstrated results. Chamorro‑Premuzic stresses the importance of evaluating past performance as the most reliable predictor of future success.
3. Embrace Diversity and Inclusion
Leadership pipelines must reflect the diverse societies and markets they serve. By broadening criteria and actively seeking candidates from underrepresented groups, organizations can unlock innovation and resilience.
4. Focus on Long‑Term Succession
Leadership should not be treated as a one‑time appointment but as part of a continuous succession strategy. Building talent pipelines and mentoring future leaders ensures stability and adaptability in the face of change.
Regional Relevance
For ASEAN nations, where leadership transitions often shape economic and political stability, these four principles are particularly urgent. Whether in corporate boardrooms or public institutions, adopting evidence‑based, inclusive, and forward‑looking selection processes can strengthen governance and competitiveness across the region.
Broader Implications
The article underscores a simple truth: better leaders mean better outcomes. By reforming how leaders are chosen, organizations can reduce costly failures, inspire trust, and create cultures that thrive in uncertainty.
