We're talkin' about the skills and qualities that make a great leader. Can they think on their feet? 🧠 Do they inspire others? 🔥 Are they a good listener?👂 Can they handle pressure? 😎 These are just a few of the things we look for when we're assessing leadership potential.

Certain skills are required regardless of the leadership position you're pursuing. The number of desired competencies can be sky high. But each organization has certain ones that it prioritizes. Work with your human capital experts to design the model that works best for your organization. Then develop a way to assess and monitor the prioritized competencies over time.

An example of a universal leadership competency is: effective communication. Does this potential leader have the ability to communicate effectively to their peers, to his/her superiors, and to his/her direct reports? Can they articulate expectations, elevate concerns and issues, partner, mentor, and help correct behavior if needed. Effective communication is a crucial skill for any and all leaders.

When assessing leadership potential, I look beyond the resume. 📄 It’s all about how candidates handle challenges, adapt to change, and inspire others. Are they quick thinkers? Do they stay cool under pressure? 😎 Leadership isn’t just about experience; it’s about vision, resilience, and the ability to lift others up.

I have found that while some of these evaluations are helpful to identify specific areas of strength or weakness in someone’s leadership abilities and also provides feedback if they are already in a leadership role, identifying leaders can happen every day with every person in the organization. Anyone can be a leader in any role and those who have the intrinsic leadership abilities stand out, help take the lead, offer solutions, etc.

Leadership fit: Are they a good culture match? 🤔🤝 It's not just about skills, folks! Leadership fit is key. 🔑 Does their personality vibe with the team? 😎 Are their values aligned with the company's mission? 🌟 Can they roll with the punches and adapt to change? 🔄 We're looking for someone who's not just a great leader but also a great fit for the team and the company culture. 🏢

This step is very important. It is critical that the company have their core values, culture, and behaviors well defined so they can be articulated in the interview process. It is important for management and leadership teams to lead and hold teams accountable to those values and behaviors. Asking behavioral based interview questions in the interview process with the candidates to talk through scenarios that align with those company values is a great step in the process to identify a great leader for your organization.

All this information is important. So many companies promote someone into a leadership/management role simply because they performed well in their role. That does not mean they have the skills, abilities, or humility to be a leader. It is critical for your company, culture, teams, and RETENTION to critically evaluate potential leaders and their leadership, communication skills, and their ability to partner with their teams and lead with humility before you hire a leader/manager or promote someone into the role. #leaders #choosewisely #important

First, a leader must set an example. His behavior must be beyond reproach, and he must show that he knows his subject and is interested in his position. He must also have good communication skills, with his team and other departments. He or she must show an interest in development, and be willing to help his or her team evolve.