How to Identify Future Leaders

I’ve been asked more than once how to determine who the future leaders of an organization are. How to identify future leaders. Who displays the drive and desire to lead a business into the future? Who has the fortitude to weather the storm?

How to Identify Future Leaders

Don’t base leadership candidacy on the following

• Don’t base it on tenure alone—Tenure without leadership skills and the desire to lead isn’t enough. Next man or women up isn’t a good determination of leadership ability.
• Don’t force someone into it – If you have to convince someone to take a leadership role you have the wrong person. They gotta want it.
• Experience and skills aren’t enough – Similar to tenure, experience can be a great asset for a leader, but not if they have no desire to lead. I’ve witnessed experienced employees who preferred working independently, put in management positions—not a good leadership strategy.
• Be objective, not subjective – Don’t base management candidate choices on personal preferences, neither likes nor dislikes. Base it on objective criteria and observable behavior.

What should you look for?

Look for an employee that is a leader before they have the title of manager. As the late Jerry Heir once told me, “Don’t put someone in a management position and expect them to change.” That doesn’t mean that future leaders don’t need training—they do. What Mr. Heir was talking about was a person’s character and outlook. Future leaders are…

• Helpful- Future leaders look for ways to help beyond their responsibilities.
• Positive – Future leaders look for the upside in people and circumstances.
• Character – Future leads show moral conviction and adhere to a set of business ethics.
• Honest – Future leaders tell the truth even when it’s not pleasant.
• Disciplined – Future leaders have the drive and work ethic to get the job done. They don’t give you an excuse they produce.
• Learners – Future leaders want to improve—they want to learn and grow.

Don’t settle for less

Throwing someone into a position they’re not suited for or don’t want, is a recipe for disaster. Misplaced loyalty to a teammate based on tenure or experience alone isn’t enough. Don’t get me wrong, tenure and expertise coupled with a desire to help others may be the best formula for success. Take a close look at your operation, who shows the six traits listed above? Could they be one of your future leaders?

How Can I Help You?

I like to help people and organizations, but I have three criteria I consider before taking an assignment – I believe in what the organization stands for, I know I can help, and it looks like fun. If you have any questions, Contact Me. 

So, does your business have a  management training plan? Because, if not, many organizations, large and small, use my book, The New Manager’s Workbook a crash course in effective management, as the basis for their leadership development program. Check it out.