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In today’s world of work, the only certainty is change. The next generation of leaders will need a complex new set of competencies to deal with population growth, disruptive economies, new technology and security issues, and climate change. Talent managers must fill leadership pipelines with executives capable of embracing innovation and navigating a fluid and volatile work environment. They can do this by incorporating new neuroscience research into their leadership development strategies and by promoting succession management from an HR service to a core business strategy that is supported by top management and supportive of their companies’ long-term goals.