10 ways to identify potential leaders in the workplace

It’s natural to think that the top performers of an organization will be the best leaders for that organization. However, for many businesses, a twist on this old adage seems to hold true: “Those who can’t lead, do.”

According to the global consulting firm Korn Ferry, only 30% of high achievers have the potential to become great leaders. If you’re hoping to find the best leaders in your workforce, you’ll need to consider other factors in addition to performance.¹

This article will cover how to identify potential leaders in your workplace by looking for specific skills and abilities that good leaders demonstrate.

A huge part of leading a team or organization is clearly communicating everything from expectations to timelines to changes in company policies. To find great communicators, look for people to whom others turn for clarification. Listening is a critical component of communication. Leaders who practice active listening by focusing completely on the person speaking understand issues better and make others feel valued and heard.

Good communicators are also good storytellers. They use stories to inspire and empower others. Other communication skills to watch for include empathy, adaptability, and open-mindedness.²

Much of a leader’s job involves solving problems of one kind or another. Whether they’re handling employee conflicts or developing new products, leaders need to get to the root of a problem and figure out the best way to fix it. Employees who demonstrate analytical and critical-thinking skills, emotional intelligence, and a flexible mindset are poised to become effective leaders.³

On the other hand, employees who are quick to place blame will hamper problem-solving efforts. Problem-solving ideas flow best in a psychologically safe environment that's free from accusations and recriminations.³

Instead of looking to others to tell them what to do, leaders take action without waiting for direction. They’re able to assess a situation and identify opportunities where others only see hurdles.

If you frequently find an employee waiting on someone to tell them what to do next, they may not be ready for a leadership role. However, an employee who accomplishes their objectives and moves on to another high-value task with confidence is showing leader potential and deserves a closer look.⁴

Although identifying top performers may not always give you a good pool of potential leaders, you should look for consistent performers. Someone who consistently performs well will probably make a better leader than someone who sometimes performs exceptionally and sometimes underperforms.

Leaders build trust when people can count on them. If their team doesn’t know what to expect from them between one day and the next, the team won’t look to them for guidance. Beyond performance, look for people who are also consistent in their stated values and actions.⁵

Conflicts are inevitable when you have a diverse group of people working together. Leaders don’t need to be afraid of conflicts, but they do need to know how to handle them productively. A well-managed conflict can lead to a positive outcome.

When you’re considering leadership potential, be on the lookout for employees who are able to remain neutral and level-headed. They’ll be the ones trying to mediate a conflict between two colleagues rather than taking sides or fanning the flames.

Even if there’s no direct conflict involved, people who can manage their own emotions are less likely to be overwhelmed by others’ emotions.⁶

Today’s business environment is constantly shifting. Because of the exponential pace of tech advancements, once-prized skills quickly become outdated, and new ones must be mastered.

The notion that you can stop learning after you leave school will leave you stagnant. Leaders need to quickly learn and adjust. A high level of learning agility means someone thrives on uncertainty and can easily extract meaning from unfamiliar situations. They can then apply what they’ve learned in new situations.⁷ Look for employees who are always upgrading their skills, looking into new solutions, and embracing challenges as opportunities to apply newfound knowledge.

People who are passionate and enthusiastic about their work transmit that energy to others. No matter how well an employee performs, if there’s no joy and excitement in what they do, they won’t be an effective leader.

Search your workforce for employees who are happy to be there because they find greater meaning than earning a paycheck. They don’t have to be unrealistically optimistic in every situation, but their work should energize them. As leaders, they’ll set a positive tone for their teams and build the collective energy.

Resources—both human and material—are the basic drivers of success for any company. Making the most of what you have to work with saves money, improves your efficiency, and makes you more competitive.

While you should consider whether employees waste resources, including their time, simply looking for the employees who use the fewest resources isn’t a good strategy for finding future leaders. Look for employees who can effectively leverage their resources to produce a greater return on investment. Who allocates their resources most effectively based on organizational goals and priorities?⁹

Although they need to listen to others and keep an open mind, ultimately, leaders need to take decisive action and inspire confidence in others. They can do this only if they have confidence in themselves.

Once they’ve gathered input and decided on a plan, leaders need to communicate through their speech, actions, and body language that they know what they’re doing and have made the right choice. To spot this trait in your employees, look for those who are quietly confident. While aggressive and arrogant behavior can be mistaken for confidence, it doesn’t predict an effective leader.¹⁰

Strategic thinking is similar to problem-solving in that it requires thoughtful analysis. However, problem-solving is more reactionary, whereas strategic thinking is more proactive. Good leaders need both.

Strategic thinkers take a long-term perspective and map out the best way to achieve their goals, whether it’s how they can meet their performance objectives or how to increase the company’s earnings. You can find strategic thinkers at all levels of your organization, and when you do, it’s a good sign that you’ve found a potential leader.¹¹

Understanding different leadership styles can help you better identify leaders who are suited for leadership positions in your organization. Each leadership style brings unique strengths that can contribute to the workplace environment and the company’s success.

An authoritative leader provides clear direction and sets a strategic vision for their team. Employees who demonstrate good communication skills, take decisive action, and inspire others can be potential company leaders. This leadership style works best when guiding teams through change or uncertainty, and those who excel in it often rise to senior leadership roles.

Look for employees who:

• Communicate a clear strategic vision and motivate others to follow
• Display leadership qualities by making decisive and confident choices
• Inspire team members to embrace change with positivity
• Maintain consistency in decision-making across different situations

Great leaders often embrace a democratic leadership style, encouraging open dialogue and team collaboration. Employees who involve team members in decision-making and foster employee engagement demonstrate strong leadership potential. These potential leaders can offer valuable insight to senior management and are likely to create a positive company culture by valuing each team member’s input.

Look for employees who:

• Encourage open discussion and input from all team members
• Seek feedback and use it to make informed decisions
• Foster an inclusive and collaborative workplace environment
• Demonstrate strong leadership qualities by promoting employee engagement

Coaching leaders focus on professional development and guiding others to improve their leadership skills. Employees who naturally mentor their peers, offer innovative solutions, and help others grow, have the leadership qualities of a great leader. By empowering team members to reach their full potential, these individuals show promise for future leadership roles.

Look for employees who:

• Mentor and support the development of other team members
• Offer innovative solutions to challenges and encourage others to do the same
• Prioritize professional development and personal growth in themselves and others
• Demonstrate self-awareness and adaptability in leadership situations

A servant leader puts the needs of their team first, focusing on support and empowerment. Employees who exhibit self-awareness, prioritize their team’s personal life and well-being, and work to uplift others embody the essential qualities of true leaders. This style creates leadership opportunities for employees who show empathy and a deep commitment to their colleagues' success.

Look for employees who:

• Prioritize the well-being and success of their team members
• Show empathy and understanding in challenging situations
• Demonstrate a commitment to improving the workplace environment
• Lead by example, focusing on the needs of others before their own

If you want to lead leaders, KU’s online MBA program can give you the skills and knowledge you need to be effective at any organization. KU's top-ranked degree consistently turns out global leaders who work for businesses of all sizes. You’ll learn from industry experts on your own schedule.

Contact one of our admissions outreach advisors today to level up your career.