Whenever an employee leaves, they will take with them a wealth of knowledge, skills and experiences that support both the current and future success of your business.
Assessing your existing employees now and preparing them for leadership roles will enable you to have a pipeline of employees who are ready to be promoted into more senior positions and step into those newly vacant roles when the time comes.
Those who are promoted internally tend to have higher levels of adaptation and success rates than those recruited externally because they already understand the culture and politics of the business. They are also more likely to be loyal and committed to their company and promoting internal candidates boosts other employees’ levels of engagement.
All of this will ultimately prevent your business from becoming exposed and will ensure it continues to grow and thrive.
Here are 5 ways you can spot leadership talent in your business:
1. Move from measuring performance to spotting potential
Often people are promoted on their ability to do their current role well and typically the performance review process can be heavily weighted towards measuring success in a current role. Whilst great performance in a current role is obviously a key indicator of success and often potential Leaders will be excelling in their performance in their current role, this does not always translate into the ability to perform in the next role.
By shifting the focus from performance to potential overall you will find it easier to identify key Leadership qualities.
2. Look out for those who others naturally look to for guidance
Anyone can be a Leader; they don’t have to be one already or hold the title of manager or leader.
Leadership happens when people choose to consistently behave in ways that make them effective in guiding, inspiring, influencing and motivating others. Research shows that anyone can be a leader if they consistently demonstrate the behaviours that others seek from those they will follow.
3. Notice who is open to learning and growing
Leaders experiment, take risks, fail forward and try again. They consistently seek opportunities to be challenged and to challenge others. They are normally supporters of change and look for ways to stretch their performance through seeking out additional responsibilities and opportunities. And whilst they are interested in their own personal development, they are also very willing and able to train and mentor others.
4. Notice who is a strong team player and driven to achieve
Those with leadership potential collaborate well, consult and involve others understanding they can’t do it all themselves. They listen well, communicate effectively, encourage others to achieve business goals and are well respected by their peers.
5. Speak to your team and find out who WANTS to become a leader
This may be the most important one of all. Even though someone may display natural leadership qualities they may not want to be one. The desire to be a leader is essential for someone to do the work and put in the commitment required to develop and grow into a future role.
For more information on how to start creating a development programme and career pathway to develop your employees with the relevant knowledge skills behaviours and experiences to get them ready for the future, contact me, Chrissie Coates, at U Transition on 0203 3755 509, 07828 496 388 or firstname.lastname@example.org