How do you identify and develop potential leaders within your team or organization?
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The first step to identify potential leaders is to assess your team's current strengths and gaps. You can use various tools and methods, such as performance reviews, feedback surveys, 360-degree assessments, or personality tests, to evaluate your team members' skills, competencies, motivations, and goals. Look for indicators of leadership potential, such as initiative, creativity, problem-solving, communication, collaboration, adaptability, and willingness to learn. Also, identify the areas where your team needs more support, guidance, or development.
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The biggest assessment will be the assessment of someone’s will and desire to lead. Leadership is not only about skills. It starts with having a heart and desire to lead. Far too many leaders pick a leader to develop based on them being skilled at their current role. A far better assessment would be based on their desire to lead and willingness to take the initiative to lead.
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One of the ways which is typically overlooked by standard leadership learning is the fact that human potential, possibility and talent is better expressed when not bound by past practices and tight predictive performance. It is less about assessing people in relation to what others have done in the past, and more about creating a space for creative thinking to be applied and expressed across domains. In other words, one of the best things we can do as new leaders and manager is to remove ourselves (avoid becoming obstacles to fresh thinking and perspectives) that we feel do not quite much our own maps of the world and let our teams 'run with it'.
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Psychometrics are only as good as the facilitation of the application! We use Whole Brain Thinking (HBDI) as our clients appreciate it's scientifically sound data and tech; they are in industries where data, expertise, technical knowledge and information are normally valued over the 'soft' skills of leadership. Whichever tool you use consider your desired objective: For example: 1. Limited Objective (what I call a 'Downstream Outcome'): Identifying gaps in the individual- benefits that one leader in closing their gaps 2. Infinite Objective ( what I call an 'Upstream Outcome'): Deepening a leaders understanding of how a human mind works - benefits the individual AND how they better understand their clients + their teams
The next step is to provide opportunities for your team members to grow and challenge themselves. You can do this by assigning them projects, tasks, or roles that align with their strengths, interests, and goals, as well as stretch their abilities and comfort zones. For example, you can delegate more responsibility, authority, or autonomy to them, invite them to lead a meeting, a team, or a project, or expose them to different situations, perspectives, or stakeholders. Make sure you communicate your expectations, objectives, and feedback clearly and regularly.
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Asking your team members two things vs telling them what will help them grow is empowering: 1. How will I know and how will you know when you are feeling challenged? (We ask clients this at the beginning of every coaching program) 2. What are 2 ways you can go further into your discomfort arena this quarter? They might come up with leading a meeting or a project, they might come up with something else entirely. They are more likely to find a way through the discomfort if they are not just being 'told'/invited to do something challenging. Be clear on your role as cheerleader and challenger for them as they navigate this new area of growth.
Another way to develop potential leaders is to coach and mentor them. Coaching and mentoring are different but complementary processes that can help your team members enhance their skills, confidence, and performance. Coaching involves asking open-ended questions, listening actively, and providing constructive feedback to help them find their own solutions and actions. Mentoring involves sharing your knowledge, experience, and advice to help them learn from your insights and mistakes. You can coach and mentor your team members individually or in groups, formally or informally, depending on their needs and preferences.
You can also foster leadership potential by encouraging your team members to collaborate and network with others. Collaboration and networking can help them expand their knowledge, skills, and perspectives, as well as build relationships, trust, and influence. You can facilitate collaboration and networking by creating a culture of openness, respect, and feedback, promoting cross-functional or cross-organizational projects or teams, or introducing them to mentors, peers, or experts outside your team or organization. You can also encourage them to join or create professional or social groups or communities related to their interests or goals.
The final step is to recognize and reward your team members' achievements and contributions. Recognition and reward can motivate them to continue learning, improving, and leading, as well as reinforce their positive behaviors and outcomes. You can recognize and reward your team members in different ways, such as giving them verbal or written praise, acknowledging them in public or private settings, offering them incentives or bonuses, or providing them with career advancement or development opportunities. You can also ask them how they prefer to be recognized and rewarded, and tailor your approach accordingly.
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