Aspiring leaders and high performers want to be held accountable to clearly defined outcomes and measures and are interested in the opportunity for greater responsibility. People who inspire and motivate their colleagues, role-model the organization’s desired behaviors, and display leadership qualities are showing signs of being interested in becoming a new leader. If you aren’t sure who your high performers are, differentiating staff performance levels is a good starting point.
Identifying aspiring leaders on your team is necessary for retaining your most talented employees, and also for the future of the organization. There will come a time when some leaders will retire, give notice, or abruptly leave their position. Proactively identifying new leaders helps the organization stay agile and prepared with a succession plan.
Think about your team members who are:
- Committed to the organization’s success
- Consistently displaying the actions, behaviors, and values of the organization
- Positive and happy at work
- Problem-solvers
- Team players
- Owners, not renters
- Exceeding goals and working efficiently
- Aligned to team and organization’s goals
- Self-aware
The team members who display the leadership qualities listed above show potential for leadership. As you’re building relationships with these individuals, don’t be surprised if they express interest in leadership. During your one on one conversations with potential new leaders, probe about their passions and their career goals. Look for opportunities to coach and support your aspiring leaders.
We recommend putting a process in place for identifying and developing aspiring leaders. For example, one organization has its new leaders, who are at the end of their new leadership development program, decide who will be in the next round of the new leadership development program. Whether your process includes formal sessions, or informal mentoring partners, the organization will benefit from identifying and supporting its aspiring new leaders.