Organizations depend on leadership succession; each generation of executives must cultivate the next to ensure business continuity. While developing potential leaders is a mandatory aspect of every business plan, finding those leaders is challenging. Not every confident and eager college graduate is the right fit for your company. The best way to identify those potential leaders who can make a real difference in the organization is through organic and emergent leadership.
What Is a Potential Leader?
Nature abhors a vacuum, and human beings love order. Any team activity will inevitably identify natural leaders, regardless of an official selection or designation. A team will naturally fall in line behind one individual, someone who likely possesses several innate qualities:
Strong communication and interpersonal skills
Adaptability and willingness to take on a challenge
Initiative and problem-solving skills
A passion for the company's mission and goals
High-potential leaders showcase an ability to work with others. They also manage to remain likable. Unfortunately, many natural leaders don't realize their strengths or don't wish to pursue leadership roles. The company's job is to show them the benefits of leadership positions and how such roles can positively affect the organization and staff.
Why Should Organizations Cultivate Potential Leaders?
Organizations should cultivate leaders because it benefits the entire business. Cultivation programs create a culture of growth and continuous learning. Employees don't get caught in the rut of thinking they are in a dead-end position, which boosts morale and engagement.
When employees are happy, it enhances innovation and problem-solving. People are more willing and motivated to collaborate and think outside the box when they feel they have potential and are part of something bigger than themselves. Also, happier employees are usually more productive than unhappy ones.
Finally, organizations should cultivate potential leaders because this strengthens succession planning. When a company invests in leadership development and training, it ensures qualified individuals are available to fill leadership vacancies as they arise.
How To Spot Potential Leaders in Your Organization
The process of identifying potential leaders involves more than just looking at titles. Sure, it is easy to promote a team leader to a supervisor, then to a manager, and so forth, but the line of succession can be more complex. Sometimes, an employee may demonstrate such prowess and natural leadership skills that it warrants surpassing traditional promotion strategy.
A company can identify potential leaders in several ways, including informal conversations, performance reviews, and company-wide initiatives. Creating projects and committees is one of the most effective ways to identify leaders within your organization.
Ways To Encourage Potential Leaders
The key to making the most of your list of potential leaders is to encourage them to act. Formal leadership development programs are excellent ways to develop natural leaders, but some employees may not take the initiative because they lack the necessary confidence. Other ways to encourage potential leaders are through personal feedback, recognition, and offering more responsibilities.
Tips On How To Help Them Grow Within the Organization
When identifying and assessing potential leaders, it is essential to provide opportunities for new leaders to grow within the organization. Two ways to ensure growth within the company are mentorship programs and cross-functional exposure—rotating assignments to help employees develop a well-rounded understanding of the business.
Your business depends on the cultivation and rotation of leadership. Having a succession plan in place helps promote the company's continuity. That said, identifying potential leaders can feel overwhelming. However, with the help of a business management and branding specialist, you can develop a solid plan to cultivate a leadership culture within your company.