2 Observe behaviors and outcomes

Identifying leadership potential in your employees can be done by observing their behavior and the outcomes they produce in different situations. Look for evidence of leadership behaviors and outcomes in their daily tasks, projects, and interactions, as well as special assignments, challenges, and opportunities. Examples of such behaviors and outcomes include taking initiative and responsibility, seeking feedback and learning from mistakes, demonstrating creativity and innovation, influencing and persuading others, building trust and rapport, resolving conflicts and facilitating cooperation, adapting to change and uncertainty, and driving results and impact.

3 Ask for nominations and referrals

A third effective way to identify leadership potential is to ask for nominations and referrals from your employees, peers, managers, and external stakeholders. You can use formal or informal methods, such as surveys, polls, ratings, or recommendations, to solicit input from different sources and perspectives. Asking for nominations and referrals can help you discover hidden talents, diverse candidates, and emerging leaders that you may otherwise overlook or undervalue. However, you should also be aware of the potential biases and limitations of this method, such as favoritism, popularity, or lack of diversity.

4 Provide feedback and coaching

Once you have identified some employees who have leadership potential, you should provide them with feedback and coaching to help them develop and improve their skills and abilities. Feedback and coaching are essential for enhancing self-awareness, confidence, and performance of potential leaders. You can use various tools and techniques, such as assessments, reports, action plans, goals, and follow-ups, to deliver feedback and coaching that is specific, timely, constructive, and supportive. You should also encourage your potential leaders to seek feedback and coaching from others, such as mentors, peers, or experts.

6 Evaluate progress and performance

The final way to identify and develop leadership potential in your employees is to evaluate their progress and performance over time. You should monitor and measure how your potential leaders are performing and improving in their current and future roles, tasks, and goals. You can use various indicators and metrics, such as feedback, ratings, reviews, outcomes, or impact, to assess and evaluate their leadership progress and performance. You should also provide them with regular and honest feedback and coaching to help them celebrate their achievements, identify their gaps, and address their challenges.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?