at each one and share some behavioral cues you can use to identify real potential beyond the performance you see. Practical Intelligence. This includes how well someone thinks and considers data in decision making, their tolerance of ambiguity, what capacity they have to deal with complex problems, to what degree they are curious about the world around them, and their openness to new learning experiences. This person is a good problem solver and always eager to learn or to entertain innovative ideas. Personal Effectiveness. Others want this person on their team and often go to them for advice or ideas. This is someone who collaborates and listens to all points of view and dares to stand up for what they believe. Aligned Motives and Values. While this may seem intuitively obvious, it helps to ask – is this someone who really believes in the organization and its purpose, products, or people? High leadership potential exists in a person who takes the initiative to see issues and correct them (whether they have the authority or not). They want and accept the responsibility of leadership when it is offered. However, notice that we did not say—does this individual want to lead? We often find that
support employee growth—both in philosophy and also literally with actual resources and budgets—validate their commitment to each employee’s professional development and foster a strong sense of culture and community.” Demonstrating this commitment is an essential component of a company’s employer value proposition (EVP) and the key to attraction and higher retention rates. With intense competition for top talent, tech companies must do a better job of showcasing their workforce development, career path opportunities, and high internal promotion rates. The unsatisfied desire for career advancement remains at the top of the list of reasons employees cite for changing companies. Therefore, efforts to identify and promote the right talent pay off in long-term employee commitment to the organization. Like no other business sector, tech demands exceptional leaders. Investment in accurate, early career identification of leadership talent should be at the top of every executive’s agenda. What are you and your organization doing to strengthen your leadership bench and ensure strong future growth?
individuals who keep raising their hands to lead are not the only ones who can lead effectively. Don’t get too captivated by someone who is overtly ambitious. An Absence of “Watch Out” Factors. This one is a little more difficult to assess, but think about someone you know who had a personal characteristic or flaw that stood in the way of their being effective. The micromanager, the “it’s all about me” personality, the individual who is scared of making a mistake—each of these individuals has a derailer that could curtail their success. The best candidates for future leaders aren’t in danger of derailing. BENEFITS OF STRENGTHENING YOUR INTERNAL BENCH Job satisfaction correlates strongly with work productivity. Research studies conclude that job satisfaction is enhanced when organizations demonstrate structural commitments to employee development and career advancement. As the editorial staff of BioSpace recently summarized in their review of work culture factors most attractive to top talent, “Job satisfaction
is closely tied to opportunities employees have for growth,
advancement, learning, promotion, and expanding their skill set. Organizations with strong infrastructures that
About the Authors
Jim Laughlin serves as co-lead for the Leadership Development and Coaching Services practice at MDA Leadership. For more than 20 years, Jim has designed and implemented learning and leadership development systems for companies worldwide. He is also a sought-after executive coach with expertise in organizational communications, change, and transitions. Connect at jlaughlin@mdaleadership.com.
Sandra Davis is an expert in the time-tested business practices of talent management, leadership development, and organizational change consulting. As co-founder of MDA Leadership, she has built a culture based on real-world experience, client intimacy, and customized solutions for leaders who demand real-world results. Connect at sdavis@mdaleadership.com.
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