An Introduction to the High Potential Leader
Now more than ever, identifying and nurturing leaders in the workplace is essential. With the level of uncertainty and turbulence present in so many organizations, we need leaders who can use emotional intelligence and high-level people skills to help employees face challenges in a healthy way.
What is this emotionally intelligent, compassionate, people-driven leader called? According to DX Learning Solutions, they’re a high potential leader.
“In a nutshell, a high potential leader is an extremely good egg – a high-flyer, who demonstrates the qualities to lead courageously, and guides and inspires others. High potential leaders shape and raise the potential of the teams, cultures, and companies around them.”
High potential leaders sound like a game changer, right? They are, but DX Learning Solutions makes it clear that they aren’t miracles sent from above. High potential leaders need to be identified and cultivated within the workplace.
So, once we identify our high potential leaders, what qualities do we need to ensure they encompass? Here’s a cheat sheet for you:
Respect — They make an effort to understand different perspectives, emotions, and experiences.
Example — Instead of dismissing a colleague’s idea as “bad” or “wrong,” they get curious about the ideas, intention, and thought process behind it.
Self-Awareness — They recognize their own strengths, weaknesses, and emotions.
Example — They’re given an opportunity to tackle a project that would increase their status in the company, but pass it along to a colleague better suited to handle it.
Emotional Intelligence — They have the ability to understand, manage, and develop their own feelings (and do the same when it comes to the feelings of others).
Example — While completing a stressful project, they don’t take their fear and frustration out on colleagues, but rather understand how to cope in healthy ways.
People-First Interpersonal Skills — They understand how to articulately express themselves and actively listen to those around them.
Example — They don’t interrupt or talk over others during company meetings.
Empathy — They don’t judge or assume, they genuinely care about those around them.
Example — They remember details from the lives of their colleagues and ask questions about family, hobbies, and life outside the office.
Self Motivation — They have a desire to learn, grow, and be better.
Example — They hold themselves accountable when they make a mistake — recognizing it, taking ownership for it, and using it to improve their output moving forward.
Open and Honest Feedback — They know how to give thoughtful and comprehensive feedback that leads to growth.
Example — Instead of telling a colleague their work “looks good” and making edits behind the scenes, they give them constructive feedback to produce better quality work moving forward.
Inclusivity — They create a culture where diverse ideas and identities are celebrated.
Example — They ensure employee gatherings have a variety of activities and refreshments for those with different cultural backgrounds.
Great Coaching — They can help others feel confident in their skills and realize their potential.
Example — While onboarding new colleagues they look for potential strengths, providing opportunities that play into skills and interest.
Delegation — They know how to effectively assign responsibility and demonstrate trust.
Example — When a colleague says “I can handle it,” they let them.
When we invest in nurturing people-first skills and emotional intelligence to match ambition and business knowledge, we can spark change in our organizations. Identifying and nurturing high potential leaders allows us to develop workplaces with stronger relationships, and happier, motivated, productive employees.
Do your employees value emotional intelligence? How are you cultivating high potential leaders in the workplace? Drop your thoughts in the comments below.
Read the full article: https://www.dx-learning.com/blog/essential-traits-of-a-high-potential-leader
