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3 steps to Identify real leadership potential
 

With ever-increasing competition to hire top-level talent, every organisation should be looking internally at the skills and potential of their current employees. Identifying future leadership potential can be a sustainable and cost-efficient way to ensure your organisation has ingrained leadership talent for the long-term, with employees who have a far stronger connection with your organisation. They will have a more innate understanding of the processes and quirks of how your business operates, and they will be invested in your success because you have invested in theirs.

 

Here we look at 3 steps to identifying this future leadership potential within your own employees:

 

  1. Engagement

    A potential future leader of your company should obviously be engaged in the work they are doing, and in the wider success of your organisation. This means they will work hard at the tasks assigned to them, think creatively to find new ways to tackle old challenges, and seek out fresh opportunities to help and contribute beyond their wider job remit. They will be ready to take on fresh responsibilities and open to adding to their skills in many different areas. Any potential leader will have a targeted career plan and a particular idea of success. As an organisation, you need to ensure that they can see this success happening as a part of your firm.
  2. Accountability

    Leaders, of course, need to be accountable for the decisions they make and the work they do. Look for the employees who are always ready to take responsibility for the tasks they undertake, and never hide behind others when things don’t go to plan. Leaders need strong character, and an employee who has already demonstrated consistency and accountability will be more likely to carry that over into a role with greater pressure,
  3. Communication

    A leader might not need to be liked, but they do need to be trusted and followed. Future leaders should already be demonstrating their ability to communicate and build rapport with many different people and parts of the business. Look to those who are able to demonstrate effective relationship-building, who are culturally sensitive to diverse workplaces, and who interact with colleagues positively and effectively.
 
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