How Deep Is Your Bench? Leadership Identification

In the most successful organizations leadership identification happens continuously.

The purpose of a leadership identification program is to build a reliable pipeline of leaders who can scale the organization while strengthening its culture. By identifying leaders early they avoid promoting the best individual contributor into a poor manager. And, the best organizations make leadership development a system, not a program. This is why they’re never scrambling when leaders leave.

Actions

• Spot leadership early

• Develop it intentionally

• Measure it behaviorally

• Cultivate leaders continuously and deliberately

• Invest in coaching and assign mentors to new recruits.

• Align leadership with values

• Have a succession plan for their leaders

• Define leadership clearly and don’t rely on vague traits like “charisma”, but in observable behaviors, usually 5-6 core capabilities:

6 Leadership Attributes & Capabilities

• Ownership & Accountability

• Decision-Making Under Uncertainty – Acts with incomplete information

• People Development – Grows others intentionally

• Strategic Thinking – Sees patterns beyond immediate tasks

• Execution Excellence – Turns plans into results

• Emotional Intelligence – Regulates self and reads others

Selection Process - Candidates must demonstrate the following behaviors:

• Takes initiative without authority

• Influences peers and stakeholders

• Seeks feedback and applies it

• Performs well under pressure

• Thinks beyond their role

Even if you aren't interested in pursuing a leadership role it's certainly preferable to work for an organization that is populated with highly effective leaders versus managers.

Text STRATEGY to 678-644-8683 to book a 30-minute job search strategy call.

Frank Manfre

www.jobsearchsherpa.com

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