Find Them So You Can Develop Them

What does a leader look like? I've studied this with a group in The 5 Levels of a Leader. Collectively, we wrote down characteristics on sticky notes and put them on the wall. The characteristics of a leader are mostly what we call emotional traits and less of what we usually describe as intelligence traits. Typically, that ratio is in the neighborhood of 5:1 (5 Emotional, 1 Intelligence). It's not that we don't think that intelligence is important, but rather than we think that connecting with people and being relational is nearly 5x more important.

John has long been a leader who develops leaders, yet there is something much scarcer and more important than ability. It is the ability to recognize ability.

Here are 6 areas of identification of a leader. Consider the answers to these, and see if you also agree that it helps to know what you're looking for.

1. Assessment of Needs: "What is Needed?" Know what you need and who you are looking for is essential to success. There are good people, and there are the right people. The selection process has a huge effect on success.

2. Assets on Hand: "Who Has Leadership Potential Within My Organization?" If a company is developing people within - it can and should bring a huge opportunity for success. Again, refer to the 5 Levels of Leadership to evaluate people's emotional quotient for execution and success. Consider, how well we do on preparing people for their next step; and how/where can we do better. One only gets better through intentional effort. This does not happen accidentally.

If you are a leader in an organization, one of the most important roles you have is to encourage other leaders. Each of you is a leader in your own right - what are you

doing to help someone else develop better leadership skills?

3. Assets Not on Hand: "Who Has Leadership Potential Outside of an Organization?"

Here are 4 "Interview questions" that will help identify if a candidate is a good culture fit.

1. How did the culture at your company empower or disempower you?

2. What were the characteristics of the best boss you've ever had?

3. Describe how you handled a conflict with one of your coworkers.

4. What kind of feedback do you expect to receive in this role and how often do you expect to receive it?

If you have any other questions about identifying your team assets, or hiring the right person for the job, contact Leadership Harbor at grow@leadershipharbor.com. A complimentary discovery session my be exactly what you need.