Here's how you can spot and nurture future leaders in your team.

Identifying future leaders isn’t difficult. They demonstrate initiative, problem-solving abilities, and strong collaboration skills. However, actively nurturing that leadership potential requires a deliberate approach, and your role as a leader is crucial in this process. You can start by implementing mentoring programs that pair seasoned professionals with high-potential junior team members. You can also personally sponsor promising individuals by providing guidance and tailored growth opportunities. And, offering continuing education programs accessible to all staff can also foster future leaders.

Get a sense of their energy in different work scenarios and with different personalities. Does their 'vibe' shift frequently or remain solid irrespective of circumstance (sign of high emotional intelligence) Do they respond or react to negative feedback? And do they implement what they learn? Creative/ curious thinking. Do they present out of the box, creative ideas to expand and advance group thinking? How do they respond when asked to make important decisions on the spot? Are they grounded and convicted in their choices? Are their decision making skills ecological, ie taking the best interests of the team personally and professionally on board. Are they charismatic? Do they foster positive relationships? Seek character first.

Observe aqueles que consistentemente tomam iniciativa e superam expectativas. Incentive esses indivíduos a se voluntariarem para novos projetos e ofereça oportunidades de aprendizado contínuo. Promova um ambiente onde desafiar o status quo seja valorizado e recompense atitudes positivas e orientadas para a solução. Desenvolva suas habilidades interpessoais através de treinamentos e mentorias, facilitando a construção de relacionamentos sólidos com colegas e clientes. Personalize oportunidades de desenvolvimento que se alinhem com seu potencial de liderança, garantindo que esses talentos sejam reconhecidos e cultivados desde o início.

Future leaders assume leadership even before they become a 'leader' - I am a big believer of talent being the owner of their career and growth. While spotting early career talent i.e those upto 6-7 years of work experience, I am more consciously nudging them - asking them questions - giving them opportunities - because they may not be fully self-aware and need the right support. For mature talent with 8-12 years of work experience, I follow a combination of push-pull strategy - you can steer this group - but the onus lies on them - I try 2-3 times, if I don't see them coming half way or see half-hearted effort - I back off. I would rather spend time with folks who need it. Eventually it is the talent that is in the driver's seat!

Look beyond titles: Leadership potential can shine through regardless of seniority. Observe who takes initiative, offers solutions, and inspires others. Active listening: Pay attention to how team members communicate. Do they actively listen to others, ask insightful questions, and bring fresh perspectives? Problem-solving skills: Who steps up to tackle challenges and motivates others during difficult situations?

Para identificar futuros líderes, observe atentamente o desempenho e a iniciativa de cada membro da equipe. Aqueles que consistentemente entregam resultados de alta qualidade e se oferecem para assumir responsabilidades adicionais demonstram um forte potencial de liderança. Reconhecer esses comportamentos cedo é crucial para desenvolver futuros líderes.

Comece observando aqueles que demonstram iniciativa, responsabilidade e habilidades de comunicação eficazes. Ofereça-lhes oportunidades para liderar pequenos projetos ou iniciativas, permitindo que ganhem experiência prática. Proporcione mentoria ou coaching para orientá-los e ajudá-los a desenvolver suas habilidades de liderança. Incentive a participação em workshops e treinamentos específicos de liderança para ampliar seus conhecimentos. Dê feedback construtivo regularmente, destacando seus pontos fortes e áreas de melhoria. Crie um ambiente de apoio, mostrando que você está investido no sucesso deles, o que promoverá seu desenvolvimento contínuo.

As a leader begin by identifying team members who demonstrate initiative, problem-solving skills, and a collaborative spirit. Provide these individuals with opportunities to take on challenging projects and leadership roles, allowing them to develop their skills and gain experience. Offer mentorship and regular feedback to guide their development and help them build confidence. Encourage their participation in training programs, workshops, and industry conferences. Create a culture of open communication where team members feel valued and motivated to share their ideas and aspirations. Support their professional growth and recognize their contributions.

Stretch assignments: Delegate projects that require new skills or increased responsibility. This allows potential leaders to showcase their abilities. Mentorship programs: Pair high-potential team members with experienced leaders who can provide guidance and support. Professional development opportunities: Offer access to workshops, conferences, or online courses that enhance leadership skills.

Support the growth of your non-native speakers by providing opportunities to develop their communication skills. Offer mentorship or coaching, and encourage them to attend leadership communication workshops. Investing in training that addresses their language and cultural backgrounds empowers these potential leaders, ensuring they aren't held back by their English communication skills.

Observe those who naturally take charge of situations, communicate effectively, and exhibit a strong sense of responsibility. Provide these individuals with opportunities to lead projects, make decisions, and solve problems independently, fostering their confidence and decision-making abilities. Offer mentorship and constructive feedback to refine their skills and help them learn from their experiences. Encourage a culture of collaboration and trust, where emerging leaders feel supported in taking risks and making decisions. By empowering them with the autonomy to make decisions and the guidance to navigate challenges, you can develop a cadre of confident, capable leaders ready to drive the organization forward.

Decision making is a great way to build confidence among talent. But the key principles in empowering team members in making their decisions are - 1. Start with small decisions that are low risk. 2. If you have allowed a decision, never belittle the decision - you can choose to provide feedback on 'how else this could have been approached' 3. Have their back, even if the decision seemed incorrect or expensive. 4. Draw clear lines on what the team can decide on without checking in with you - for eg - if it impacts a very senior stakeholder or has a budgetary impact - I need to know.

Delegate tasks with clear goals: Provide autonomy while offering support and guidance. This fosters trust and allows future leaders to make decisions with ownership. Encourage calculated risks: Allow them to experiment with new ideas and learn from both successes and setbacks. This builds resilience and decision-making confidence. Recognize and celebrate achievements: Acknowledge their contributions and celebrate their successes to further motivate them.

Ofereça oportunidades de desenvolvimento para nutrir futuros líderes. Isso inclui treinamentos, workshops, programas de mentoria e participação em projetos desafiadores. Investir no desenvolvimento pessoal e profissional dos colaboradores prepara-os para assumir funções de liderança com confiança e competência.

Proporcione oportunidades para que assumam responsabilidades em projetos multifuncionais, incentivando a colaboração e a troca de conhecimentos. Ofereça feedback construtivo e mentorias para desenvolver suas competências. Promova um ambiente inclusivo onde diferentes perspectivas são valorizadas, e estimule a participação em treinamentos e workshops de liderança. Reconheça e celebre suas conquistas, reforçando a importância do esforço coletivo e da tomada de decisões inclusivas.

Team projects: Assign projects that require collaboration and teamwork. This allows potential leaders to hone their communication and delegation skills. Cross-functional exposure: Involve them in projects outside their usual area of expertise. This broadens their perspective and strengthens collaboration across the team. Encourage open communication: Create a safe space for open communication and idea sharing. Future leaders need to be comfortable giving and receiving feedback.

Bons líderes na minha opinião são vulneráveis e admitem erros, em vez de fingirem ter todas as respostas, o que é humanamente impossivel. Havendo essa autenticidade, você ensina que a liderança de verdade requer humildade e disposição para aprender constantemente, dia apos dia.

I don't expect my team to 'walk MY talk', though I insist on their 'walk the talk'. As long as the ground rules of integrity, inclusion, collaboration, excellence apply, HOW a talent works or decides is their prerogative. There are no perfect leaders - and so it would be arrogant to assume that a leadership style is optimal and that the team must emulate it. The model leader is one who is the business of creating leaders who creates more leaders and so on.

Lead by example: Demonstrate the leadership qualities you hope to cultivate. Be transparent, accountable, and committed to continuous improvement. Share your experiences: Open up about your own leadership journey, both successes and failures. This provides valuable insights and inspires others. Empower your team: Delegate tasks and trust your team members to take ownership. This creates a culture where leadership can flourish.

Leadership development programs: Invest in programs specifically designed to develop leadership skills. Leadership books and articles: Offer access to resources that can provide knowledge and inspiration. Coaching opportunities: Consider one-on-one coaching to help future leaders develop their unique leadership style.

The biggest resource you can provide for your team is your TIME. Yes, support your future leader with development programs, training, and opportunities to step up, but don't forget about your time. As leaders, we can find our time overutilized by poor-performing staff, problem projects, and issues, leaving the future leader starved for time. We think to ourselves, "They're not a problem, it can wait." Keep your 1:1s. Provide time for coaching (not just mentoring. Yes, there's a difference.). Invest your time and watch it pay-off.

Regular feedback is crucial for growth. Provide constructive criticism that helps your potential leaders identify areas for improvement and celebrate their successes. Teach employees different self-monitoring methods. This could involve using checklists, taking notes, setting reminders on their devices, or using apps designed for self-monitoring.

Um ambiente de confiança é fundamental para o crescimento de líderes. Fomente uma cultura onde os membros da equipe se sintam seguros para compartilhar ideias, assumir riscos e aprender com os erros. A confiança mútua fortalece o compromisso e a lealdade, essenciais para a liderança eficaz