How Do You Identify Management Potential?

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Susan had the good fortune to have some excellent bosses when she started her career in healthcare. They were the types of people that took mentorship seriously. Randy hired her straight out of college and put her in some challenging situations always providing the safety net of advice and support. This gave her the ability to develop vital leadership skills. 

Her other seminal supervisor, Jack, used to call her into the office and say, “I have an opportunity for you to grow”.  Jokingly one day she asked, “Is that a nice way to say you are giving me something that I am not going to like?” He replied, “No, this is a task that I know may stretch you and can be uncomfortable. And I am saying that I have all the confidence in the world in you that you will accomplish it and accomplish it well.” 

Both of these managers achieved the balance of recognizing something in Susan’s ability to rise to a challenge and provide just the right type of guidance to assure that these experiences were building blocks to a successful management career. 

Reflecting on these experiences, it got us thinking about how tricky it can be for leaders to identify management potential. 

A good employee is obvious. They are conscientious and responsible. But being a good employee does not always translate to the ability to manage others. In fact, according to the global consulting firm Korn Ferry, only 30% of high achievers have the potential to become great leaders. 

If you’re hoping to identify the leadership gems in your workforce, you’ll need to consider other factors above and beyond positive employee performance. Understanding which characteristics to look for helps employers place the right people in the right roles.

Developing talent from within is key to effective organizations. It helps companies in a myriad of ways. It strengthens retention rates, maximizes the resources of the organization and boosts morale throughout the company.

Creating a process that helps you identify natural talent as well the diamonds in the rough will help fill your management ranks with well qualified, loyal leaders. The first step is knowing what to look for in your staff.

G2 Solutions has identified five key leadership characteristics and we are providing some examples of observable behaviors that demonstrate each one.

Communication Skills 

Communication skills are the foundation to management. Good managers clearly communicate company values and initiatives while also building connections within their teams. 

Behaviors To Look For:

• Clear and concise communication in a variety of settings, both verbal and written. 

• Employees who are frequently sought out by coworkers for guidance or clarification.

• The ability to listen attentively without interrupting and ask thoughtful followup questions. 

• The ability to consistently resolve conflict in a variety of situations.

• Demonstrations of empathy by considering and acknowledging others’ perspectives.

Strategic Thinking

Leaders need to get to the root of a problem and be able to solve it. Understanding the issue, and developing a pathway forward is an essential skill for managers. 

Behaviors To Look For:

• A flexible mindset which includes being open to change and adapting when given new information.

• Identifying and sharing core issues when addressing a problem.

• Asking questions to gain understanding.

• Seeking out collaboration with others when tackling complex issues.

• Demonstrations of confidence in their ideas by offering ideas and thinking outside the box.

Initiative 

Essential to good management is the ability to not only act independently, but to proactively assess situations and find solutions. 

Behaviors To Look For:

• Independently upgrading skills and/or requests continuing education opportunities.

• Completing tasks without being asked (i.e the employee who straightens out the breakroom because they saw it was messy).

• Willingness to share ideas. 

• Proactively seeking additional ways to contribute once assigned tasks are completed.

• Exhibiting a confident, positive, and assertive attitude while remaining respectful and considerate of others.

Adaptability

Today’s business environment is constantly shifting. Leaders need to quickly learn and adjust to be able to lead their organizations. Leaders need to have a level of comfort with unfamiliar situations and demonstrate the ability to create solutions. 

Behaviors To Look For:

• Accepting feedback and applying it to improve their performance.

• Being excited when new opportunities arise.

• Adjusting quickly when priorities, schedules, or procedures change.

• Remaining calm and productive during uncertainty or unexpected challenges.

• Handling complex or undefined situations with focus by asking clarifying questions and developing solutions.

Integrity

We saved the best for last. Integrity is key to good leadership. It is one of those characteristics that influences and shines through all of the other characteristics on this list. Someone with integrity will communicate respectfully, take responsibility for their actions and be looking to do the right thing which builds trust and loyalty with the people they lead.

Behaviors To Look For:

• Treats all clients, coworkers, and stakeholders with fairness and respect (even when they are not being observed).

• Handles confidential information appropriately and respectfully.

• Takes responsibility for their successes and gives credit to others where appropriate.

• Takes responsibility for their mistakes and doesn’t point fingers at others.

• Demonstrates consistency between words and actions.

This framework lays the foundation for leadership development by making you aware of what to look for in your employees. The next step is to intentionally invest in training and resources that allow your employees to shine, grow, and rise into leadership ranks.