How To Spot Potential Leaders On Your Team
The #1 mistake many leaders make in raising up leaders is promoting people into a leadership role when they have no leadership abilities.Why should you put someone in a leadership role? Because they’re really good at the tasks in their job…? What in the world makes you think that they can lead people?
Here’s the question you must answer:
“What makes me think that that person can lead somebody to success?”
It’s your job as a leader to make your team successful, not the other way around. To find incredible leadership (even on your own team), these are questions you need to be asking:
What is their DISC and Values profile?
I want to look at their DISC and see what amount of D or I or S or C do they have in them. The last thing I’m gonna do is take a High I and put them over a bunch of High Cs. They might be able to be a great leader, but if they don’t know how to lead the personality style they’re working with – it will be a colossal disaster.
For Values, here’s an example: if I’m hiring somebody in a leadership role, the first thing I’m looking at in their values is how high is their political is. It doesn’t have anything to do with politics, it’s somebody who desires to be a leader who wants to be a leader. There’s a really good chance most of the time I’m going to want them to have a decent amount of political, but I’m going to look through every bit of their values: their aesthetic, their individualistic, their economic, etc. I want to see how this lays out to see how this person is going to treat other people.
If you are not doing DISC and Values, why are you not? You should be doing this on every single team member and every person that you’re about to hire as well. Get this done. Now we have the DISC and Values in one profile. It’s called the DISC Plus, so ChrisLoCurto.com.
How well did they lean in the direction of others, and interacting with team members?
I want to see their communication style. If they are a High D High I, how did they communicate with High Ss? Do they just steamroll over them or just are they super dominant? Do they waste the High Cs time with tons of talk? Are they mature in their personality styles? Do they welcome people in the morning? Are they just always head down never talking to anybody? How do they transfer information to somebody from a project? How do they communicate with that other team member? Anything that I can learn by their interaction helps me to see how they will lead people in the future.
How selfless or selfish are they?
If they are selfish, I can promise you this: every single thing about their leadership will be about them. It will always come back to them. It will always come back to the way that they lead. Eventually there will be victim mentality. They will throw team members under the bus. It will always come back to them. A selfless leader is focused on leading, making people successful, helping them to understand their role better, helping them to utilize tools better, helping to learn how to get past their own struggles.
How do they respond under pressure?
When pressure is on, a great leader, leads. So if you’ve got somebody who cannot handle pressure, guess what? When you put them in that leadership role, they’re not going to be able to handle the pressure. You’re going to have to spend all of your time solving the problems because they will tune out. They will stop operating well and either get really super focused on themselves or they will freeze.
How do they communicate in meetings?
If they cannot communicate worth a crud in a meeting…how are they going to communicate to their own team? How are we going to make sure that they’re leading their team with high levels of quality communication? The person who is short on communication, the person who holds back, or anybody who’s selfish on their communication is not going to lead well.
What characteristics do I want this leader to have?
Pick a great leader you know, and write down the characteristics that that person has. What are those things that you see? Are they patient? Are they selfless? Are they moldable? Coachable? Teachable? Are they somebody who’s willing to ask questions? Are they curious? This is huge. Be Curious. Ask questions, ask a ton of questions. That’s how we gain quality perspective.
Here’s the most important question you need to be asking:
“What makes me think this person can lead someone to success?”
If you can answer that question well, and the answer is not because they do the task well, what makes me think this person can lead someone to success? Answer that. If you come up with a phenomenal answer, then you just might have the right person to step up into a leadership role.