Identifying the next up-and-coming executive within your organization is difficult. Placing bets on the wrong people can prove to be costly in more ways than one. While the proper development of your internal talent bench is crucial to business success, your organization may be forced to implement a search for external candidates to find the individual that can boost your business. Although not every hire will be a future successor for a key executive role, our TalentRise team can help you seed talent with A+ potential into your organization when you need it most. <\/p>\n\n\n\n
Here are our top five hallmarks of leadership potential:<\/p>\n\n\n\n
Motivation<\/strong>\u202f<\/p>\n\n\n\n We all hear stories of folks who\u202fhaphazardly\u202fstumble upon\u202fa pot of gold. But those\u202fwho\u202fput in the work,\u202fday-in and day-out,\u202fhave a much\u202fgreater chance of achieving their\u202fgoals. Can your candidate articulate\u202fnot just their own personal\u202fand professional objectives, but the collective ones that your organization hopes to accomplish?\u202fDo they seek to make a mark on something or someone\u202fwithout simply being\u202fin it for themselves?\u202fHow have they\u202fdemonstrated a commitment to improving\u202f their weaker areas to boost overall performance?\u202fWhether\u202fthe individual is driven by external factors or guided by a strong internal will, determining the source of one\u2019s motivation can be crucial in predicting their\u202fworkplace potential.\u202f<\/p>\n\n\n\n Curiosity<\/strong>\u202f<\/p>\n\n\n\n Early career professionals often rise to the top because of their deep domain expertise. These individuals quickly become the \u201cgo-to\u201d person within their organizations. However, strong leaders tend to be inherently curious \u2013 not just about their work, but that of others. Does your candidate seek out new experiences or projects outside of their domain?\u202fDo they ask a lot of questions purely for the purpose of learning?\u202fMost\u202fimportantly, do they listen and engage in\u202fa meaningful, back-and-forth manner\u202fof discussion?\u202fThe individuals who possess an appetite for knowledge tend to be some of the most driven and successful company leaders. <\/p>\n\n\n\n Insights Orientation\u202f<\/strong><\/p>\n\n\n\n Curiosity\u202falone is not enough.\u202fStrong leaders can internalize a wide variety of inputs and take action that moves their work forward. Successful executives tend to\u202fbe not only proficient with numbers\u202fand possess\u202fa\u202fstrong financial acumen, but can interpret\u202fdata\u202fof\u202fall shapes and sizes,\u202fincluding people data, operational data,\u202fand market data. Is your candidate\u202fable to grasp\u202fall sorts of different\u202finformation and make use of it\u202fin meaningful ways? Do they ask questions like \u201cwhy?\u201d and \u201cso what?\u201d to discover the root of organizational problems? <\/p>\n\n\n\n Engagement\u202f<\/strong><\/p>\n\n\n\n A key function for senior executives is to craft an organization\u2019s vision and strategy. Through the formulation of tactical plans, leaders can help to motivate their employees and benefit their mission. However,\u202fif these leaders\u202fcan\u2019t\u202fpersuade\u202ftheir teams\u202fto\u202fexecute those plans and support\u202fthat vision,\u202fthey\u2019ll ultimately end up dead in the water. Connecting with people up, down, and across the organization\u202fis paramount to successful leadership. When has your candidate had to convince others to get on board? What obstacles were faced?\u202fWhat are the hurdles that lie ahead? Engagement is not just a one-time event, but an ongoing pursuit. What is your candidate doing to maintain momentum and push those around them to reach new heights?<\/p>\n\n\n\n Determination<\/strong><\/p>\n\n\n\n Failure is inevitable. Even the best Major League Baseball players will only get on base 30% of the time. But what makes these players so great is their\u202fresilience \u2013 the\u202fability to\u202flearn from every \u201cat-bat\u201d and\u202fbounce back quickly to focus on the next pitch. How has your candidate\u202frebounded\u202ffrom adversity? What did they learn about themselves from the experience?\u202fHow often\u202fdo they seek candid feedback\u202fabout their performance? What specifically are they working on to become\u202fmore effective in the workplace?\u202f <\/p>\n\n\n\n Finding a\u202fcandidate with\u202fHall-of-Fame\u202fpotential\u202fisn\u2019t as easy as it may seem.\u202fRather than\u202fswinging for the fences on every single hire, companies should instead focus on a more disciplined approach to the recruiting process. Through the identification of its most critical executive roles, organizations can then discover and hire high-potential candidates that can grow and develop over time. Investing in the hiring process at emerging leadership levels should be as important as the time and care\u202ftaken to hire senior-level executives.\u202f<\/p>\n\n\n\n At\u202fTalentRise, we\u202fspecialize in recruiting and assessing high potential leaders,\u202fthe\u202ftypes of\u202findividuals who can become difference makers within your organization.\u202fOur\u202fhigh-touch\u202fapproach and commitment to\u202fquality\u202fallow us to connect with candidates who\u202fcan elevate your business performance.\u202f<\/p>\n\n\n\n Looking to learn more about\u202four\u202fexecutive search and talent pipeline services<\/a>? Connect with\u202fAllicia\u202fon LinkedIn<\/a> or email her at hahna@talentrise.com<\/a> to learn how\u202fTalentRise\u202fcan discover your next leader.<\/p>\n","protected":false},"excerpt":{"rendered":" Identifying the next up-and-coming executive within your organization is difficult. Placing bets on the wrong people can prove to be costly in more ways than one. While the proper development of your internal talent bench is crucial to business success, your organization may be forced to implement a search for external candidates to find the […]<\/p>\n","protected":false},"author":3,"featured_media":2672,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[15,13,18,9],"tags":[],"class_list":["post-2671","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-company-culture","category-recruiting","category-talent-acquisition","category-trends"],"acf":[],"yoast_head":"\n