For way too many organizations, the leadership pipeline is tapped out. In fact, according to the 2021 Global Leadership Forecast, only 11% of surveyed organizations reported they have a “strong” or “very strong” leadership bench.
Making the issue more challenging—or likely even contributing to it—is the employee shortage. Outstanding employees are a commodity, and organizations are working hard to recruit top-tier talent, specifically leaders, from other organizations. And unlike their older, more tenured colleagues, 20-40-somethings are willing to move around if it means a better opportunity, more pay or improved work/life balance.
So, if you have leaders leaving, either through retirement or new opportunities, and you don’t have enough leaders lined up to take their places, the business suffers. The lack of continuity hurts productivity and performance, which can exacerbate the everyday challenges of running an organization, but it is especially challenging during difficult situations or times of change. That’s why ongoing leadership succession planning and development is so critical.
It’s always surprising to us how often organizations turn to outside hires when they need to replace a leader, specifically when the leadership position is higher up the ranks. Sometimes that is necessary, for example, when you need someone to come in and lead a cultural change or rebranding effort. Still, in most cases, the talent you need is already within the organization. And you won’t find it just one level down from the position you are trying to fill. Leaders exist across the organization, at all levels, in all departments, some of which may not even be in a leadership role yet.
So, as you think about building the next generation of leaders, look for people with these characteristics or qualities.
Quick—and eager—to learn
The best leaders never stop learning.They never stop asking questions or probing for more information. They see every mistake as an opportunity to learn and grow. They surround themselves with people who are smarter than them, and they aren’t too proud to ask questions when they don’t know something. They have a curiosity about how things work across the organization and the industry, not just about their role or the aspects within their little bubble. And they have developed a broad network within the organization so they know who to go to when they have questions or want feedback.
Employees who aren’t open to learning from others—and who think they always know best—aren’t necessarily a lost cause, but they will need more coaching to become effective leaders. Still, it’s best to look for those employees who work to understand the organization and industry, who regularly elicit feedback, and who are outstanding collaborators.
Wants to be challenged
Leadership is not for the faint of heart. Leaders face challenges all the time, some of which are highly difficult and have a significant impact on the people they lead.
Seek out those ambitious employees who show a willingness to take on new, difficult challenges. Who aren’t afraid to tackle the most daunting projects and who actively look for ways to stretch beyond their comfort zone. Look for the people who welcome the opportunity to solve big, meaty problems and who take full accountability for the outcome, rather than those who shy away from the hard work or shift blame for their failures.
Shows reliance and perseverance
Pay attention during stressful times and crises and look for those people who rise above. They’ll be the ones who fully acknowledge the situation they’re in, but they keep their emotions in check. Most importantly, they stay focused on understanding the situation and finding workable solutions to the problem.
Particularly after they fail personally at something, a leader will take accountability for their mistakes, but they won’t dwell, complain or pout. They learn from the mistake and then put it behind them and move on. And as important, when someone else fails, they aren’t abusive toward the person and they don’t hold a grudge. Instead, they help the person resolve the issue and move on.
Influences others without being pushy
Influential leaders have this ability to motivate the people around them to try harder. They offer plenty of praise and encouragement, they help people, and they give credit when credit is due. So, look for the people who are happy for their coworkers’ success and who take it upon themselves to help them succeed.
They’ll have strong communication skills, both in expressing themselves and listening to others. And they know when to compromise or negotiate. They aren’t necessarily free of conflict, but they know how to debate respectfully. As a result, they are persuasive without being a bully. Beyond that, because they are hard workers, they motivate others to be hard workers too. Look to your strongest performing teams, and there is likely one or two people who have taken an informal leadership role and who set the standard for the rest of the team.
Possesses a growth mindset
Leaders are always looking for ways to improve, whether that is a process or a product. They want to find ways to work more efficiently, improve the bottom line, and better satisfy internal and external customers. They see the big picture, and they understand how their role supports the overall mission of the organization. Find those employees who consistently offer ideas that go beyond their own personal agenda, and help the team, department, other departments or the organization as a whole.
If you are committed to building up your leadership pipeline, but you aren’t sure how to get started, Jackson Schmidt Consulting can help. We will evaluate the leadership potential in your existing staff and then help groom them to take over when the time comes, through practical, hands-on coaching. Contact us today to learn more.