Votre équipe manque d’un leadership fort. Comment pouvez-vous repérer et développer des leaders potentiels ?

Leaders shall be created by identifying their expertise segment , improving them by giving flexibility , specials tasks and assignments, involving them in committees or decision makers , management presentations, debates , seminars and identifying the areas of weakness which would enable them to focus on core areas of talent creation, finally linked to the department and organizational KPI’s

A liderança pode ser inata ou adquirida, mas independentemente de sua origem, ela precisa ser constantemente aprimorada. A mentoria desempenha um papel crucial nesse processo. Uma boa mentoria oferece conselhos valiosos sobre percepção e gestão de pessoas, ajudando os líderes em potencial a entenderem melhor suas responsabilidades e a se desenvolverem de maneira eficaz. Sem essa orientação, é provável que os profissionais promovidos enfrentem dificuldades e, eventualmente, se sintam desmotivados ou sobrecarregados, levando à perda de talentos valiosos para a organização.

Identify individuals who consistently deliver high-quality work and exceed expectations. Look for team members who proactively solve problems and take initiative without waiting for instructions. Seek out those with strong communication skills, both in listening and expressing ideas. Recognize individuals who show empathy and understanding toward others. Spot those who collaborate well with team members and lead group efforts successfully. Pay attention to who is respected and trusted by their colleagues. Look for individuals who adapt quickly to new situations, challenges, and changes Use formal tools and assessments to identify leadership traits, such as personality tests, leadership simulations, and performance reviews.

Look for individual's strengths. Put them in positions to succeed first. When team members know that you value them and see them for what they bring to the table, they tend to put in more effort and go above and beyond their job descriptions. Show that you trust their capabilities and see who steps up knowing that they are trusted to perform with little oversight. Those are the people that you want to become leaders.

It's often true that those who don't seek leadership are the best at leading... Recognizing and nurturing potential leaders within your team starts with identifying individuals who exhibit strong problem-solving skills, initiative, and a natural ability to inspire others. Look for those who demonstrate resilience, empathy, and a keen willingness to learn. Foster their growth by offering tailored opportunities for development, such as mentorship, challenging projects, and leadership training. Encourage a culture of open communication and feedback, allowing emerging leaders to refine their skills and build confidence. By focusing on their unique strengths, you can help them realize their full potential and guide your team to success.

It's essential to identify the root causes of the current situation. We should avoid prematurely concluding that our existing leaders lack potential. In fact, they are indeed capable leaders; however, recent challenges may have impacted their morale or momentum. By addressing these underlying issues, we can help restore their confidence and effectiveness.

There's a saying being a leader is like having a family, when you're single you don't have to worry about sleeping, eating and hydration for you others. Having a team, your people always come first and that's ultimately how you as their leader set everyone up for success.

Something that I feel very strong about is providing recognition and feedback. Regularly acknowledge accomplishments and provide constructive feedback. Recognition boosts morale and motivates continued effort.

Being a leader is indeed akin to caring for a family. It’s not just about directing tasks but about genuinely supporting and nurturing your team. Just as you would ensure that family members are healthy, happy, and well-supported, a leader should focus on the growth, well-being, and success of their team. By fostering a supportive environment, addressing their needs, and investing in their development, you create a foundation where everyone can thrive and succeed together. This approach not only builds trust but also drives collective achievement and satisfaction.

Nurture potential leaders by offering them opportunities to expand their horizons. Start with small steps, like leading a minor project or mentoring a new hire. Provide constructive feedback and public recognition to build their confidence. Encourage them to set personal development goals and offer resources like training programs or leadership workshops. By investing in their growth, you demonstrate their value to the team and equip them with the skills needed to excel in leadership roles.

Encouraging growth means providing a safe space for a junior colleague to take a risk and stretch. As managers and senior colleagues, we need to be the ones willing to assume that risk and answer for the results. Much of our ability to do so depends on the organization having a collective growth mindset, but if the whole team is invested in development at every level, the environment is fertile for every member of the team.

By motivating the co workers as leaders and identifying their true potential praising their strength they can prove to be potential leaders.Go getters ,self starters and this all happens when their morale is boosted . A leader can shape the life of many people by enabling their co workers to stretch and challenge their abilities with a growth mindset. A potential leader is ready to take all kind of challenges and resolve them and find solutions to problems. There might be times that they may get stuck but ultimately with time and experience lots of things are learned.

It’s very important to model integrity. Uphold honesty and ethical standards in all your actions. Your behavior sets a benchmark for others always.

Leadership for me is taking accountability and giving your team the psychological space to develop and use their skills to do their jobs. I look to serve my team and if I see that trait in others that says leadership potential to me.

Lead by example to inspire and develop future leaders within your team. Demonstrate effective leadership through transparent decision-making, open communication, and unwavering integrity. Show empathy for your team's challenges and model resilience in the face of setbacks. This firsthand demonstration of essential leadership qualities provides a powerful learning experience for aspiring leaders, setting the benchmark for their future growth.

Leading by example in the technological age is more scrutinized than ever. With the trail of digital footprints, a leader must be mindful of representing not just themselves but the organization as a whole. Every decision made reflects on the parties they lead. This ties into the concept of intent versus impact. If the impact of your decision does not align with your intent, then your intention becomes irrelevant. What ultimately matters is the effectiveness and consequences of the decision, regardless of the original intent.

You yourself should be a role model for your co workers and they should look forward to discuss any matter pertinent to their or organisation's growth . When we empower people it ignites spark of growth and independence in them . Never feel insecure to share your work ethics or work balance with your co workers . A leader leads by his own example and never feels insecure of making other grow together.

Foster a collaborative environment where potential leaders feel empowered to voice their ideas and perspectives. Actively engage in discussions, valuing their contributions and providing constructive feedback. This not only bolsters their confidence but also cultivates a culture of mutual respect and shared learning, essential for nurturing future leaders. Furthermore, promote a safe space where individuals feel comfortable taking calculated risks and experimenting with new ideas, fostering a spirit of innovation and continuous improvement within the team.

In my experience, some people naturally bring their leadership and opinions to the group--it's important to cultivate that. However, I really make an effort to spend time in 1:1s with staff members who are less likely to speak up, and get their ideas. I then bring these ideas to the group dialogue and open the floor for those quieter individuals. It's amazing to see, after time, how they open up when you put their ideas out there and encourage them to expand upon those ideas in the group setting. There's a little hand holding involved to get them to speak up, but then you let them do the rest and it usually encourages a good group discussion with new ideas from those who tend to be in the background.

In my experience, often young leaders in corporate environments struggle with identifying the right opportunities to demonstrate one's capabilities. When entrusted with demanding tasks that require effort, skill, and dedication, they can transcend their comfort zones & lead effectively. Example: I encouraged junior HR employees to participate in interviews with senior HR personnel. We allowed the junior members to pose follow-up questions and, time permitting, ask 1-2 additional questions. I observed: they prepared meticulously for interviews, studied behavioral event interviewing techniques, and arrived equipped with competency checklists for each role. They further showed their capability by leading competency framework revision

Attention toutefois à rester cohérent avec leur temps de travail, leur faculté et surtout ne pas les faire dériver vers une surcharge de travail, un stress important au risque d' être considéré comme du harcèlement, ou bien d'empiéter sur sa vie personnelle. Ne pas considérer que ce collaborateur, afin qu'on veuille qu'il devienne un leader, puisse résoudre tous les problèmes ou tous les cas extrêmes. Savoir doser entre ambition et épanouissement...

Assign challenging tasks that stretch their skills and require effort. Start with achievable goals that push them to learn new skills. Overcoming these tasks boosts their confidence and teaches valuable lessons on perseverance, problem-solving, and decision-making. This practical approach helps identify and nurture potential leaders, vital for team growth and success.

Mentor-mentee relationship is not similar to manager -team member relationship.Mentoring is open ended association where mentor should try to find solution of several questions jointly with mentees which help to develop confidence in mentee for solving larger problems . Idea should be to inspire mentee in this relationship rather coach them.

When mentorship is established within an organization it can open doors to opportunities, offer career advice, and help mentees navigate their career paths.

Mentorship is critical--especially because even organizationally-implemented programs are outside the normal structure. Professionals "have" to listen to their manager, but they "get" to interact with their mentor. Mentors and mentees alike have generally opted into that relationship, so the investment is organic and the interactions are authentic.

Choosing staff with the desire and capacity for management or leadership roles is very difficult, but once you identify the correct team members mentorship becomes key to their transition from a follower to a leader. Managing a team has many challenges that can only be learned by experience and a good mentor can expedite the learning curve.

Establishing a mentorship program within your organisation is a powerful way to nurture future leaders. Pairing emerging talent with experienced leaders fosters a valuable relationship where personalised advice, support, and feedback are readily available. This tailored guidance accelerates leadership skill development, providing a unique opportunity for mentees to ask questions, address challenges, and gain insights from seasoned professionals that go beyond formal training.

I strongly advocate for the establishment of a mentorship program for individuals who have not been exposed to professional environments. As a leader, it is essential to recognize that you work with people from diverse racial, cultural, and socioeconomic backgrounds. It is well-known that those from more advantaged socioeconomic classes often have access to better educational opportunities and networks. Therefore, it is crucial to create pipelines that provide everyone with the opportunity to find a mentor who can serve as a pillar of support and guidance and not create barriers along the way to prevent the individual.