How can you identify and develop leadership potential in your team?

A future leader needs to be technically strong, that is the foundation. However, that needs to be backed by a feel for what are the market drivers, what are the technology drivers, and what are the programs that the team should be working, and what competencies need to be added. The person should have a good standing among stakeholders, of someone who delivers, someone who is approachable and flexible, and stand their ground when needed. Among their peers, the person needs to be a go-to, to get problems solved, someone who is helpful, and a safe sounding board. Finally the manager should feel comfortable handing over responsibilities to, knowing that the team is in good hands, having identified a magnet for attracting good talent.

Performance Evaluation: Regularly assess team members' performance, not just in terms of tasks assigned but also their problem-solving abilities, creativity, and willingness to take on challenges.

In my professional view, every organization should have a leadership framework highlighting 5 to 7 key leadership traits by tagging each leadership trait with "Must have" and "Good to have", with regular assessments (monthly to quarterly) for each team member in place.

Focusing on long term goals is paramount to team leadership selections. The current lead technical expert may need upskilling to maintain that position as the team pivots to new work. Otherwise, the one who chooses that task may become the next leader within the team. This can be dynamic over extended periods of time.

Un jour, au travail, j'ai dirigé mon équipe face à un défi majeur, nécessitant une prise de décision rapide. D'après mon expérience, le leadership efficace repose sur une communication claire et une mobilisation de l'équipe autour d'objectifs communs. Ce que j'ai trouvé utile : instaurer une culture de responsabilisation, favorisant la contribution individuelle et renfor?ant la confiance pour une résolution créative des problèmes.

Pay close attention to how team members handle responsibility, interact with peers, and their ability to inspire and motivate others. Those who naturally take the initiative and are respected by colleagues often have inherent leadership qualities.

Practically, the more collaborative as a unit or team you are, the more you have good relationships while working on projects which as a result, enhances the culture of sharing ideas, feedback, and focusing on one objective. So my approach always is, to focus on those members who are more collaborative, focus on relationships, and build trust. Another critical element that I always focus on is, who is more flexible in learning from failures and more adaptable in certain variating situations in projects.

If you look at team behavior, you will find team leads as the ones willing to help with administrative tasks, but not overrunning the work of the other individual contributors.

I personally believe that everyone has leadership qualities. We just need to mentor it. Encourage continuous learning through workshops, training programs, and mentorship initiatives. This not only enriches skill sets but also fosters a culture of curiosity and innovation within the team. Recognize and harness the unique strengths of each team member, creating a dynamic environment where everyone feels valued. Moreover, offering challenging projects or responsibilities allows team members to stretch their capabilities and discover untapped potential. This not only boosts morale but also cultivates a sense of ownership and accountability.

Everyone leader in marketing but your reporting boss is not correct person then your efforts and knowledge is always zero not small big zero…

I believe everyone is a leader, they just need a good mentor to realise their capabilities. When i was in my training period i used to give my juniors their time to research on any topic and if they weren’t able to get the work i used to explain them politely. Approach anyone in a positive manner and see how the best leadership comes out of them.

As a production engineer, I find and develop potential leaders by strategically assigning work, offering cross-functional training, and giving leadership positions in important projects. I ensure a well-rounded approach to skill enhancement by fostering growth through professional development opportunities, frequent feedback sessions, and mentorship programs.

A lead individual contributor or principal will be illustrated by a willingness to learn new technologies and take on excess work on behalf of the team. The best of these candidates will mentor and bring others along in their journey.

Conduct a Behavioral Profile assessment and a Competencies assessment to guarantee a fit to the role and identify areas of opportunity

Utilize 360-degree feedback tools to understand how individuals are perceived by their peers, subordinates, and supervisors. This can highlight potential leaders who may not be immediately obvious. Tools like Myers-Briggs or DISC assessments can help identify individuals with the traits commonly associated with effective leadership, such as good communication, empathy, and decisiveness.

Leadership isn't just innate; fostering a 'One Team' culture and encouraging 'Self-Organized' behavioral execution can reveal diverse leadership abilities from your teams. It's important to focus on enhancing individual leadership strengths, not just managerial leadership skills.

In my opinion it is equally important is providing resources that empower your team to excel. Whether it's access to training materials, advanced tools, or mentorship, these resources enhance skill development and overall performance. A well-supported team is not only more productive but also feels valued and motivated.

1-Mentoring and Coaching 2-Leadership Training Programs 3-Cross-functional Experience 4-Empowerment and Responsibility 5-Feedback and Reflection 6-Create a Supportive Culture 7-Recognition and Reward 8-Continuous Learning Opportunities 9-Leadership Succession Planning

Identifying and nurturing leadership potential in your team involves various strategies, one can identify potential leaders by observing initiative, problem-solving approach and the way he/she interact with others. Provide growth opportunities, training, constructive feedback to team members about their strengths and areas for improvement. Empower them by offering stretch assignments, promoting autonomy, and providing opportunities to lead small teams or initiatives. Always acknowledge their achievements to nurture effective leadership within your team.

Spend time to give guidance, align activities, celebrate and socialize Welcome new thoughts facilitate and support them to speak up and trial their new ideas without fear of failure or doing mistake as this is a great learning opportunity for everyone including leader himself

Implementing a cross-functional mentorship program is crucial for further developing these leadership qualities, and ensuring continuous professional growth.

A leader for a team is not necessarily director material. Potential directors are the ones who contribute to supporting teams without significant friction. They look to enable success for the department.