How to Identify and Training Potential Leaders?

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One of the biggest barriers faced by many companies is a shortage of effective leadership. While a good part of this is related to poor leadership training by most organizations, the underlying cause is more profound and more far-reaching than that. Before a business has even a fair chance at training potential leaders, they must develop a professionally organized module and run an ongoing program. However, firms that wish to truly excel and stand out from the pack go further. These organizations systematically attempt to identify and temper possible leaders.

If this is so simple, why don’t more companies do it? While there may be several reasons, the likely cause is that the existing qualified leaders do not fully understand how significant doing so is. The existing leaders must understand the second greatest responsibility of leadership is to bring new faces in the leadership position. Plus, without a qualification and analysis procedure, producing effective leaders becomes ever so much more complicated and challenging.

There are many critical aspects of the classification and eligibility process for leaders and potential leaders. First and foremost, however, the chairperson of that committee must be someone that fully knows what to look for and how the means should work, as well as why it is so necessary.

 Some of these points include:

  1. A likely leader must have a can-do attitude. Possible candidates for office should be asked certain questions so that the Qualifications Committee can know whether that person is a good candidate.
  2. Effective leaders do not make excuses. Ask potential leaders how they would handle an error that either they or someone they delegated made. A good leader does not play the “blame game.”
  3.  A candidate must demonstrate that he does not believe he knows everything and shows that he wants to learn.
  4. Future leaders attend meetings, participate positively, and arrive early. They engage and do not just sit there.
  5. Leaders show a readiness to serve committees, volunteer, and “step up” when they are needed.
  6. Real leaders always ask questions. However, these questions should be questions that are well thought out, extract information and details, and help better understand an issue. A good leader doesn’t simply blindly go along.
  7. Effective leaders exhibit good reasoning skills.
  8. Competent leaders exhibit people skills. They understand and use effective listening, and learn from their questions.
  9. Good leaders learn from every experience. Ask potential leader lessons they have learned from past experiences.
  10. Good leaders always illustrate commitment.

It is the responsibility of a Committee of an effective organization to identify potential leaders, future leaders, up and coming leaders, and “ready for prime time” upper echelon candidates. It needs effort, but doing this combined with powerful leadership training creates an excellent situation for an organization to accomplish its potential.

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