Loyalty.You have those in your organization who have been loyal for years,working beyond what is required to support your corporate or organizational goals.They show leadership skills, up on time,work well with others,and create a positive bottom-line performance.They often take their work so seriously that they take it home,taking time from their mate and children.
Self-governance.They need very little if any over-sight.You give them a project and they not only get the project done but also add additional value.They find the project as a challenge to their intellect and want to prove to themselves and to those who lead them that have the leadership skills an capacity to add value to any project. Such a person is rare and once located should be mentored to even higher standards.
Belief in their ability to perform.When given a project, a potential leader feels confident that he or she can perform and satisfy all the requirements needed to accomplish the task.Their self-assurance stands out as they progress in determining how to attack the task at hand for the best results.
Play well with others who has leadership skills.They have proven they can work with the people in their environment who have different values and leadership skills. They learn how to adapt to the environment they been given and offer harmony instead of confusion and conflict.
Hunger to lean.They continually seek information and ask questions. They desire to learn as much as they can about the task they been assigned. During meeting or conference calls they are the ones who ask deeper questions about a project or proposal,they show they have the leadership skills.
These are a few of the qualities that can be found in those ready to become leaders.Some may possess only two or three of the characteristics,but they are ready to be groomed and mentored to increase their leadership skills.
The problem is people get placed in leadership roles who are not leaders,and they see the potential leader as a threat to their immediate up line. Therefore they are not mentored as they should be.
We as leaders must continue to create the environment where this cannot happen, for if it does, our best people will move on to either create their own business or go to a competitor who recognizes their value.It is because of this oversight of talent that organizations suffer today.
Using a scale of 1-5 with 5 being the highest,each new down line prospect should score their immediate up line.
1.Gives me freedom to accomplish goals
2.Allows me to participate in decision making process
3.Teaches as opposed to giving orders
4.Listens,allows me to work out problems on my own
5.Confronts sooner rather then later
6.Is direct but not blameful, focuses on issues
7.Hears my side of the story
8.If my up line is wrong, will admit it
9.I know what i am supposed to do
10.There are no surprises at evaluation time
11.Feedback is done on a regular basis
12.Able to keep track of my progress because job is clearly defined
13.Able to take part in planning my job expections
14.Hears all sides of conflicts
15.Allows me to participate in conflict-solving process
16.Even if i don’t agree 100% with decision,able to speak my mind
17.Team meets regularly
18.Time is well spent
19.Can speak freely without fear
20.Up line makes effort to hear what I say
21.Does not play favorites
22.Positive recognition is consistent
23.Encouragement outweighs negative feedback
24.Makes extra effort to notice when i do well
25.Eliminates attitude of superiority
26.Works directly with me when neccessary
27.Balances between being a leader (in Charge)and a team member
28.Can count on his/her word
29.Does not take advantage of me
30.Sets standards of honesty and fair play