Identifying High Potential Employees

I was recently asked what some of the identifying characteristics are for employees who have the potential to lead. Here is a partial checklist:

• They see the big picture and how each segment supports that picture
• They are comfortable communicating up and down the org chart and are good at building relationships
• They are innovative thinkers who expect to find solutions and do
• They have a knack for putting people together who will collaborate and cross pollinate well
• They manage their energy well and know how to prioritize
• They convey ideas easily and build enthusiasm among team members for those ideas
• They look for the best in people and encourage them to bring their best game
• They are inclusive, building bridges between people with cultural and philosophical differences
• They hold themselves and others accountable for results
• They manage resources well: time, people, $ and space
• Because they listen well, they engender trust among peers
• They are willing to ask for help, ideas, feedback

This isn't a complete list, by any means, and yet if an employee exhibits many of these characteristics, they will likely stand out from the crowd and be a good candidate for a leadership role.

The Art of Acknowledgment

In the last post, the subject was updating our self image as we grow and become more knowledgeable, capable, expansive in our abilities and awareness. For emerging leaders, this is an essential skill to develop in yourself and those you lead. To help make a habit of acknowledging yourself and others, begin to look for accomplishments to celebrate daily. They don't have to be monumental to be worthy of acknowledgment. For example, you see a team member going out of her way to be inclusive and mentoring a new hire. Let her know how much you appreciate her taking the initiative on this and point out that she is exhibiting a leadership skill that is valuable.

Then, mentally acknowledge yourself for noticing. The most effective leaders inspire us to be the best we can. By modeling strong leadership to your team leaders and giving them positive feedback at every opportunity, you begin to create an environment where people thrive, where they look for what their peers are doing well and they are confident enough in their own place, they can be generous with praise. This creates a ripple effect that creates a strengths-focused culture, which is self perpetuating.

When we are encouraged and acknowledged for our efforts, we are willing to take bigger risks and be more creative. That is the zone where our best work is done.