How do you identify potential future leadership on your team(s)?
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Ability to handle leadership comments - Ability to cross -collaborate and use influence leadership
Ability to handle "undefined" parameters and projects
I've worked with dozens of potential talents and I always use these key metrics to identify leaders:
1. can they collaborate in a team environment and keep their ego aside? Strong leaders aren't about me, myself, and I. It's always about the team, the 'we', and the 'us.'
2. can they handle pressure? And by pressure, I don't mean a toxic culture, but deadlines or urgencies that are beyond one's control. If they have to put in some extra hours in a month, will that make or break them?
3. can they handle feedback? Work isn't always going to be rosy and positive. If they have to meet with difficult clients or face a tough critic, how would they respond?
People skills, collaboration skills, ownership of roles and responsibilities are what I usually look for in candidates. They are hard to come across but when you do find that one person, they are worth the training, effort, and mentorship :)
Agree 100%. Adding to that, 2 things that proved to be true more often than not:<br>- the best performer is not necessarily the best leader<br>- the team members considering a leadership position a "career move" might not always have and/or know what it takes.
EQ. Are they self aware, and continually seeking opportunities to learn, listen and engage? Can they connect emotionally with others and inspire them to take action with or without a formal leadership role.
Small step off topics, however relevant i think. This Gartner article on thoughleadership. Takes a moment to go back to the basic principles; https://www.gartner.com/document/4878631?ref=TrackRecommendedEmail
I look for curiosity combined with good business acumen. In other words, I think good leaders understand not only their role but are curious about how their work relates to work done by other departments...and the customers...and the long-term strategy of the company. And they speak up with suggestions based on their observations and learnings, not just for their own department but also collaboratively with other departments. They also share what they've learned from both successes and mistakes, and are vulnerable enough to accept when they need to learn a new skill or seek help from a SME.