Identifying the Leaders of Tomorrow in your Organization
By Robert Stickle
Do you know the leaders of tomorrow in your organization? They aren't always who you think they are. Many people confuse managers or supervisors with leaders but the truth is the title doesn't make the leader. Leaders don't need a title to lead. They lead because others follow.
So how do you make a leader? Well, that is where I think many go wrong. I don't know that you make a leader. Rather leaders are born and its up to us to recognize these future leaders and then nurture them. Not an easy task, but there are some things that you can look for.
First, natural leaders are the people that their peers listen too. These are the people that the team turn to after a meeting and say "so what do you think". Others in the organization value their opinion and advice. Because of this, they have a lot of influence in the organization and if they like what management is proposing, they can get the team behind it. If they don't believe in it, management is going to have its hands full trying to get the team motivated. We have all been to meetings where there is little feedback or conversation that took place at the meeting but immediately afterwards there are pockets of conversation round the coffee machine or water cooler. This is where the real decisions are made and it's where the team or group is soliciting the advice of key people - the real leaders.
Leaders also lead by example. They set a good example of the correct behavior, dress, etc. Others look to them in the organization and follow their lead in these things. If they wear a shirt and tie, others will wear a shirt and tie. If they are wearing blue jeans with holes in them, then others will dress down very casually. This is especially true with regards to behaviors. The team is going to look to these individuals to determine what is the acceptable behavior is. It doesn't matter what the "Employee Handbook" says if these individuals are doing something different and getting away with it then, this becomes the "acceptable" behavior. It works on the positive side as well. If these individuals step up to do what has to be done to accomplish projects, then others on the team will also likely step up to do what is necessary. If they stay late or work weekends to bring something in on time, then others will learn from this and be more willing to do the same.
Leaders follow the rules. They know what the rules are and follow them. They aren't the people that know the rules but then challenge them to see just how far they can push it before they get reprimanded. Leaders know what is expected of them and what is necessary for the well being of the company or team and then deliver it. There is usually no request that has to be made, they just do it.
Just as people turn to them after meetings to find out their opinions, Leaders help others. They help their colleagues with the problems they have. They don't withhold their knowledge to hold it ransom. They are free with the knowledge they have so others can learn and grow. Some people withhold their knowledge so they can keep a leg up on others. They try to make themselves indispensible by hording the knowledge. A leader understands that others need this information and they freely share it and help other. A comment that a College Professor made in class one day has always stayed with me. "If you don't train someone to do your job, you can never be promoted". I think this applies here as well. I think leaders recognize that to grow themselves they have to help others so there is someone that can take on their role allowing them to take on a new role.
So when you are looking for the leaders of the future for your organization, look at who are the natural leaders today. They may not have the manager title but they are the ones that the teams are getting behind. They lead by setting a good example, they help others and follow the rules. Now that you can identify the future leaders, you have to nurture them. Although they are natural leaders, just as they help others, you need to show your leadership skills and help them. Give them the advice on how they can become better leaders of people, provide them with the mentoring that they need and crave. Make sure they have the opportunities to lead. And, most importantly, invest in them with the courses and programs that will help them reach their potential. Natural ability needs to be supported with knowledge and experience.
For more information on Identifying leaders, contact Gary Gzik at ggzik@bizxcel.com.
Robert Stickle is the COO of BizXcel and is a certified project manager by the Project Management Institute. Robert has been working in business for over 20 years and has been a project manager and consultant for over 10 years. Robert’s specialties are helping organizations with business transformations, system analysis, solution development, financial and information technology management.
