Spotting Leadership Potential

In the 2004 movie Miracle, Herb Brooks is hired to coach the 1980 U.S. men’s Olympic hockey team that went on to beat the Soviets and then Finland to secure the gold medal. During the tryouts, Brooks cut some of the most talented players in college hockey, but he selected some players that did not appear as skilled. Brooks shared his approach: “I’m not looking for the best players, I’m looking for the right ones.” He found them. So often in organizations, people are identified early on as high-potential due to their excellent technical skills and expertise. However, at a time when strong, transformational leaders are needed, it’s important to evaluate both capabilities and future leadership potential.

The world is sending signals that we need more and better leaders. In 2023, The Neuroleadership Institute wrote about an impending leadership crisis due to the demographics of an aging – and retiring – workforce. They also highlighted the significant impact of the pandemic, where many companies were forced to focus on the day-to-day in order to survive, losing sight of staff development and succession planning. Recent articles in Forbes and the Chronicle of Philanthropy discuss the shortage of leaders in the nonprofit sector. And recent reporting points out that the “soft skills” will differentiate people as leaders in the job markets of the tech-enabled future. At Nebo, our clients across sectors are seeking resources to support succession planning as they identify gaps in their own organizations. With such a strong need for leadership, it is critical that organizations are able to spot leadership potential in staff in order to develop those individuals into the leaders of the future.

How do you spot potential?

When evaluating leadership potential, look for the top four traits of admired leaders identified by Kouzes and Posner in the well-researched classic, The Leadership Challenge:

Honest – In repeated surveys across multiple countries, honesty is always one of the core traits identified in admired leaders. Honesty helps leaders build trust with others. When spotting potential leaders, look for people who follow-through on their commitments, are not afraid to share difficult feedback or ask hard questions, and those who can admit when they have made a mistake.

Competent – A competent leader can build credibility and instill confidence in others. Look for individuals who demonstrate proficiency in their work and take pride in a job well done, who contribute thoughtfully to discussions, who focus on delivering results, and who demonstrate the ability to solve problems by identifying solutions.

Inspiring – An inspiring leader is able to motivate others to action through example and storytelling. Look for individuals who encourage others and make those around them want to be part of the team. Notice those who create inclusive environments, and those who capture the attention of the room when they speak.

Forward-looking – Visionary leaders are able to see what the future holds, allowing them to set direction for others. Keep an eye out for individuals who are innovative and creative. Look for those who think about and talk compellingly about the future, and those who can anticipate both opportunities and challenges.

How do you identify your potential future leaders? And, once identified, how are you preparing and developing them to ensure they are ready to lead when the time comes?