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How to Find Future Leaders in Your Organization

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How to Find Future Leaders in Your Organization

Organizations need to come up with a structured plan for leadership continuity. In order for that to happen, management has to identify individuals who have the potential to become good leaders. And how are they supposed to do that?

Here’s how organizations can go about finding leaders from their own people:

1. Focus more on potential rather than performance.

Employee performance represents expertise and ability. While it’s an important factor to consider when looking for future leaders, you should look past just performance. More importantly, you need to consider an employee’s overall potential, desire to grow, and aptitude.

Not all people are born to be leaders, although they perform exceptionally at work. But then again, you want someone who has the skills of a good leader, which are not often mirrored by one’s performance at work.

2. Notice one’s level of engagement.

You want a leader who is invested in the goals of the company, and one who can see himself or herself growing with the company. Look for people who proactively make suggestions for improving processes in the company. Someone who is deeply interested in finding means to advance the performance of the company is likely to be a good leader.

3. Go for a catalyst and not a mere spectator.

There are people in your organization who know how to make things happen, and there are also those who just watch and wait for things to happen. The first type of employee has a huge potential to become a good leader. These people are willing to take part in the decision-making process, and they never run out of ways to make things work for the organization.

4. Are they not scared of being held accountable?

Those workers who don’t hesitate to hold themselves accountable for failure can be considered potential leaders. A person who keeps shying away from accountability and responsibility should never be considered for a leadership role. You want someone who isn’t afraid to be blamed when things don’t work out as planned.

5. Multitasking is a necessary skill.

Once you have identified a couple of people who might be seriously considered for a leadership role, give them additional responsibilities. Push them to their limits and see how they will respond. Those with leadership skills won’t have trouble managing their time to complete all their tasks on time.

6. Go for someone who has impeccable communication skills.

It’s important for a leader to communicate effectively. They need to be able to get their point across to the people they’re leading. Thus, you should look for those who don’t struggle explaining their thoughts and ideas clearly and accurately. Although you may have them undergo an executive coaching program, you still want someone who is a natural when it comes to communicating effectively with people.

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