Identifying potential leaders in your organisation
In this short series I’ll be talking about how to spot potential leaders. Last week, I wrote that the first step in identifying high potentials (HiPo) is to define what an inspiring leader would look like in your organisation by listing down the effective traits and qualities of an effective leader and then begin identifying individuals within the organisation who have demonstrated them.
Fun fact: those who think they are HiPo usually tend to overestimate themselves. Real HiPos usually tell you they are not ready to lead (and sometimes believe it). So how do we really identify individuals with a potential to lead? Here are some practical strategies:
Performance and Results:
One of the primary indicators of leadership potential is an individual's performance and their ability to consistently deliver results. The keyword here is “consistency”. Dig deeper to uncover what is driving their consistent performance. What you’re looking for is an employee who demonstrates behaviours like taking ownership of their work, taking initiative, have a strong work ethic, don’t cut corners, welcome challenges, and go the extra mile to achieve their goals.
I have one rule when identifying potentials: Always look at the evidence. Don’t be hoodwinked by their charm or what they say they will do. Look at what they HAVE done.
Influence and Impact:
Observe how they interact with their peers. Do they have influence with their co-workers, even without a title? Potential leaders should have a positive impact on those around them, inspiring and motivating others to perform at their best. Look for individuals who have a track record of building effective relationships.
Problem-Solving and Decision-Making:
Effective leaders are often skilled problem solvers and decision-makers. Identify individuals who can analyse complex issues, propose innovative solutions, and make sound decisions based on available information. Look for those who can think critically, weigh risks, and consider long-term consequences.
Willingness to Learn and Grow:
Potential leaders are those who exhibit a continuous desire to learn, grow, and develop their skills. Look for individuals who actively seek out new opportunities for learning, participate in professional development programs, and take on stretch assignments. They should demonstrate a growth mindset and a willingness to step out of their comfort zones.
Start listing down the individuals on your team who you think have potential to be leaders, RIGHT NOW. Here’s why. Because if these individuals truly have potential, they are getting bored as you read this: they are under-challenged and they feel under-appreciated. And trust me, when someone feels under-utilised, they will start looking at other places (hopefully not a competitor) to make a difference. Not only are you holding them back, but you’re potentially holding your own organisation back from greatness.
“Leaders don’t create followers; they create more leaders.” – Tom Peters ●