Send to KindleHow do you select leaders? Do you have a particular method or procedure or is it just a matter of who catches your eye? Once you’ve established a leadership development program, the next step is to determine who your future leaders are. Remember, it’s best to start by looking for new, first-level managers.
There are a couple of places to look for potential leaders. One is the informal groups that normally develop in any organization. You should recognize where these groups are and who seems to lead them. Though they have no formal leadership authority, these leaders are the ones people turn to for help or clarification. They may not consider themselves leaders, but when things need to be done, you’ll find those informal leaders in the middle of it.
Another place to find potential leaders is among the workers who seem to accomplish more than their peers. This requires careful assessment on your part as sometimes it isn’t easy to spot just who is making things work. But, chances are there are a couple of people who are the catalyst for success or are at least working hard to make things happen. These are the people you’ll want to seriously evaluate.
There’s a lot of talk about “natural born leaders.” It’s true that there are people who seem to have a natural tendency to lead. These people usually demonstrate personal charisma which attracts other people and they find it fairly easy to get other people to do things. If you have someone like that on your team you should certainly consider helping them progress. But be alert for two issues.
First, as I said, they usually have great charisma that helps them induce others to do things. Technically, that means they’re leading, but that doesn’t mean they are the type of person you need to lead in your organization. Second, while appearing to have an innate leadership skill, they may actually be bullies. The problem is, it’s easy to see that charisma as just what you’re looking for in a new leader. That thought can lead to a less complete evaluation. Certainly don’t discount these people, but also don’t give them any less scrutiny than you would anyone else.
Also, be careful of people who are just loud. They normally are the ones complaining about this policy or that assignment. You’ll probably notice that when there’s discontent, these people are in the middle of it, always ready to tell anyone who will listen that something is unfair. They seldom have any suggestions for improvement and seem to think their only purpose in life is to complain. To be fair, some of these people can be turned into good leaders, but doing so is hard.
On the other hand, always be on the lookout for the “diamond in the rough.” Every so often you’ll have someone on your team who, at first glance, doesn’t seem to posses much leadership potential. But, as you observe them, you see a little spark of something, maybe a little leadership talent that is masked by a gruff or even unfriendly exterior. This person may come across as unpolished and perhaps a little coarse and while they may be more difficult to develop, the extra effort will produce a superior leader.
Start looking for potential leaders today!
Next Week – Traits to look for in potential leaders and the essential elements of a leadership development program.
