Training and Development in organizations focuses on maximizing employee abilities to contribute to the organization’s success. “Talent” in organizations is equivalent to the Fountain of Youth and identifying this valuable commodity is the 1st task necessary for a competitive advantage.
The questions that needs to be addressed are:
how do we identify the talent we need before our competitors and how do we contribute to developing that talent in order to improve our organization?
The initial phase of identifying high-potential future leaders is to focus on their competencies and innate abilities during the recruitment phase. The following outlines the 8 special abilities which are the cornerstones of high-potential future leaders and a guide to identifying the necessary characteristics that exist in these talented individuals.
1 – A high-potential is well-rounded with vast ability in their technical concentration and possess above-average knowledge concerning the business processes that occur outside of their area of focus.
2 – High-potentials have a proven track record of exceeding expectations and show a knack for creating innovative solutions to difficult situational problems.
3 – A high-potential will be skilled in personal and professional reflection and possess the ability to generate development from within their position. These individuals thrive on achievement and seek accomplishments.
4 – A high-potential can thrive in any position because they adapt to the role and the situation. High-potentials have a driving need that propels them to find their way to improving through collaboration and teamwork. Lack of achievement is seen as a waste of valuable time.
5 – A high-potential is consistently looking for errors in their ways and are constantly learning to improve regardless of their success. A valuable trait of high-potentials and what enables them to be successful is a strong ability to accept feedback from their peers and environment. They take the feedback and reinvent a tailor-made approach to the situation that is the optimal procedure for everyone involved which leads to successful outcomes. High-potentials understand that they do not have all the answers, are not superhuman, and are not always able to identify every angle. They depend on others for their honest feedback in order to continuously develop a stronger core.
6 – High-potential future leaders understand the value of their commitment. Their reputation precedes them and a failure to meet a commitment breaks their premium goal of keeping a perfect record of success. Commitments from high-potential future leaders are solid investments.
7 – Teams are the vessels of a high-potential future leader and exhibiting the ability to thrive along with a team rather than as a rogue individual is a sign of personal understanding of limitations and a strong understanding of synergy and social learning received from teams. High-potentials express an innate ability to adapt and communicate within team settings. They produce trusting relationships that increase the team’s productivity and goals which are consistently surpassed.
8 – High-potential future leaders engender a genuine response of respect from others through their commitment to achievement and their commitment to their team. They take on greater amounts of responsibility which increases their perception of leadership, and provides a momentum-gaining, positive feedback-loop of trust, which leads to greater amounts of respect.
High-potential future leaders are continuously seeking personal and professional development and enjoy the demands of ever-increasing career challenges. Their aim for accomplishment is tied to their drive for challenging assignments and they naturally grow into formal leaders who motivate others to follow a similar track of success.
Every choice has a cost – don’t let your choice cost more than you can afford.
Keith Lawrence Miller, M.A., PCC, BCC, CPRW
Elite Pro Coach | Ivy League Resumes
ICF Certified & Credentialed Coach (PCC) | Board Certified Coach (BCC)
M.A. Columbia University | Organizational Psychologist
(855) My-Pro-Coach | Skype (718) 717-2820
http://EliteProCoach.com | www.LinkedIn.com/in/keithlawmiller
Leadership coaching is dedicated to enhancing leadership skills and abilities by enhancing the leader within and creating self-awareness. Targeting and understanding the underlying processes that dictate predictable behaviors creates a necessary awareness in alignment with reality that enables superior leadership. All leadership is not equal, but rather, fluid, flexible, and adaptive to the situation and environment. Implementing the correct developmental process proactively separates the good from the great. Our leadership coaching processes develops great leaders. However, facing perceived fears, accepting critical feedback, and managing emotional highs & lows in alignment with universal laws is required for maximizing personal and professional growth.
Everyone is capable of being a leader and that leadership begins with leading the self. The material offered goes above and beyond generic leadership content found on other leadership sites such as mission, vision, and tactics of leadership. Rather, we expand on these processes and include the real human aspect and psychological foundation of creating valued connections that by association inspire followers to exceed performance expectations. Additionally, these writings are geared to elicit behaviors that make leaders more follower-friendly, and attempt by diffusion, to refine the skills needed to lead successfully.
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