How do you identify potential future leadership on your team(s)?
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Most leaders are not evaluating their people for leadership on an ongoing basis. I have always found that challenging leaders to think about the key indicators in day to day interactions is useful. As an HR person I always made sure I observed the behaviours as much as possible in team meetings, updates etc. Just "guest starring" occasionally can give you huge insight!!
We use talent assessments that evaluate competencies along with potential and performance that is used for a 9 box talent calibration. Through this process we learn more about the employees aspirations to grow along with their abilities to do so.
Hi Sandy, what talent assessments do you use? Are they internal or through an external company?
Hi Josie, <br><br>We developed an internal assessment document, that utilizes Korn Ferry competencies. We also created some questions around AAE (Ability, Aspiration and Engagement) to help guide leaders to understand what factors are part of potential to help them assess that more accurately.
Behavioral observations such as adaptability and resilience, self management and initiative. Of course leadership potential is not solely based on past performance but it is a key data point to consider. It is shown in research that not all high performers make good leaders. Personality traits such as emotional intelligence, drive and ambition are other indicators that may be valuable. Aspiration is key - do they truly aspire to be a leader? An important one for me is growth mindset. Offering them opportunities and experiences to lead also provides great insight into potential. Lastly, we have used assessment tools to help provide further insight into potential.
Test their learning agility, how agile are they under stress, when coping with change or facing people issues even if they are not a manager yet. Is it sheer panic or do they take charge.
We use a 9 box grid to evaluate performance and potential - formally once per year, with an optional mid year process. Teams also conduct regular Talent reviews where potential is discussed. During our formal annual succession planning process, we identify key talent in various Talent Pools, along with successors, which also informs potential future leadership.