If you are like most organizations, you need to identify individuals that are considered "high potentials" or those that are likely be successful in management or leadership roles. But how do you go about doing so? Unfortunately, many organizations tend to promote individuals who are solid performers in their current roles, vs. those who show potential to rise to higher levels. This often leads to individuals who are promoted into positions for which they are not adequately prepared. Here are some simple steps to follow to ensure your organization selects Emerging Leaders that have the foundational skills to be great leaders!
Utilize assessments to identify those with the core characteristics of good leaders. They don't have to have them all but need at least a good start to growing and developing those skills. My "go to's" are the Caliper Profile for job fit and development, and the EQi-2.0 for Emotional Intelligence which measures one's ability to recognize and understand how another person needs to be communicated with. Do they need facts and figures, analysis, reports, or are they more concerned with how a decision will impact others?
Find a training program that isn't a "one and done" approach. Learning to lead others takes time, humility, and strength. It also requires good listening skills vs. always being the one talking. So where to start?
Provide effective instruction; it's the foundation of learning, but exercises and/or hands-on experiences are key to putting the knowledge to work in everyday situations. Follow up on, and accountability for, what the individual agreed to do as a result of what she/he learned is critical.
Develop an effective network. Having peers or other leaders who have "been there before" is extremely helpful in working through tough situations with you.
To learn more, contact me at firstname.lastname@example.org