The Reality of Leadership Today
1.6M
CxOs worldwide (1)
86%
of top managers see themselves as inspiring role models (2)
82%
of employees claim the opposite (3)
18%
of employees identify with their work (4)
73%
of managers are no longer engaged (4)
67%
of managers are mentally absent / not present / already thinking about the next meeting (5)
56%
of managers receive no leadership training (4)
78%
agree with the statement that companies should play a greater role in society, rather than pursuing only their own interests (6)
96%
of leaders would like to change this (5)
The international business world is shifting.
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Digital transformation and global disruption are forcing companies to adapt faster than ever before. At the same time, the way people collaborate inside organizations is changing fundamentally.
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The consequences are visible:
rising burnout rates, declining engagement, and growing dissatisfaction.
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People want to be seen again as individuals.
And above all, they want to trust leadership.
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This pressure is not limited to employees. It reaches the top.
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Executives are expected to stay innovative, resilient, and committed—while navigating complexity, competition, and constant change. At the same time, they are challenged to protect their own health, relationships, and personal stability.
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Yet for many leaders, one key element is missing:
the inner clarity and confidence to create—and sustain—this balance.
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Corporate development programs often address leadership only in fragments. They rarely reflect the full reality of today’s challenges, and they are seldom tailored to individual needs.
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Meanwhile, expectations toward companies are rising. Organizations that act responsibly in times of crisis and show genuine social commitment gain trust and loyalty. Nearly 75% of respondents worldwide report feeling gratitude toward such companies; 73% trust socially responsible organizations more; and 69% reward them with loyalty.(6)
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This is where ANARAM begins.
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Executives carrying high professional and societal responsibility step out of their daily environment and into a modular, highly individualized program—designed to create space for inspiration, disruptive impulses, and lasting perspective shifts.
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Transformation starts within the individual.
And it is meant to expand outward—into organizations, and ultimately into society.
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So the status quo can evolve into something better.
(1) Worldwide ME & LE Segment - C-Level executives incl. influencers and politicians OECD Report 2023
(2) McKinsey & Co 2016
(3) Gallup Organisation’s 2016 Engagement Survey
(4) Gallup Organisation's 2025 State of the Global Workplace report
(5) The Mind Of The Leader, Harvard Business Review Press 2018
(6) Capgemini-Studie 2020