You're building a strong team for the future. How do you spot the next leaders for succession planning?

Respecto de la detección de talentos, en las organizaciones y dados los desafíos sociales y tecnológicos, en mi criterio es estratégico detectarlos como también crearlos. La detección de talentos, uno de los beneficios es la capacidad de maximizar los recursos aprovechando las habilidades y competencias presentes con un impacto positivo en cuanto a la retención de talentos y motivación de los equipos. La creación de talentos permite a las organizaciones la formación de empleados con habilidades específicas y necesarias para el cumplimiento de sus metas. La combinación de ambos enfoques permite detectar talentos para cubrir las necesidades inmediatas fortaleciendo el crecimiento sostenible y el éxito a largo plazo en las organizaciones

Look for individuals who consistently go above and beyond in their roles. They show initiative, problem-solving abilities, and a genuine passion for their work. These are the people who naturally take ownership and inspire others.

It is extremely important to understand the business culture you have, and structure your interview process to focus on those factors. It is also important to focus on the the EQ of the candidates in addition to the IQ.

Para mi los proximos lideres que voy dejando en mi equipo, son los que superan las expectativas en seguridad en el trabajo y demuestren compromiso y empatia en el equipo.

Para detectar a los futuros líderes en la planificación de la sucesión, es clave observar cómo los miembros del equipo abordan los desafíos y sus habilidades para influir y motivar a otros. Identifica a quienes demuestran una actitud proactiva, resolución de problemas y capacidad para tomar decisiones bajo presión. Evaluar sus habilidades de comunicación y colaboración también es esencial, ya que estos atributos son indicativos de un liderazgo efectivo.

Evaluate both technical and soft skills. Future leaders should excel in their current roles and demonstrate adaptability, emotional intelligence, and the ability to communicate effectively across teams.

Assess the skills of potential leaders by observing how they handle challenges, collaborate with others, and contribute to team success. Look for those who not only excel in their roles but also show a willingness to learn and adapt. Skill assessment ensures you’re choosing individuals with the capability to grow into leadership positions.

Identify those who demonstrate key leadership traits such as integrity, empathy, resilience, and the ability to inspire and motivate others.

Identify those who display integrity, decisiveness, and a vision for the future. They should be team-oriented, resilient under pressure, and able to motivate and guide others toward shared goals.

Identify leadership traits such as emotional intelligence, communication skills, and the ability to inspire others. These traits are crucial for effective leadership and should be prioritized when considering team members for succession planning. Recognizing these qualities helps you select those who can lead with empathy and vision.

To spot the next leaders for succession planning, focus on encouraging growth within your team. Observe those who take initiative, seek opportunities to learn, and support their peers. Provide them with challenges that allow them to develop leadership skills and see how they handle responsibility. Encourage continuous learning and give constructive feedback to help them grow.

Offer challenging projects, cross-functional roles, and leadership training programs to see how individuals handle increased responsibility and complexity. Future leaders should be quick learners who can adapt to new situations and continuously seek to improve their skills and knowledge. Ensure that potential leaders align with the organization’s values and culture, as this will help them lead effectively and maintain a positive work environment.

Create opportunities for potential leaders to expand their skills. This could include taking on challenging projects, cross-functional roles, or leading smaller teams to develop their leadership capabilities.

Encourage growth by providing opportunities for team members to take on new challenges, lead projects, and develop their skills. Creating a growth-oriented environment helps potential leaders build the confidence and experience needed for future roles.

Pair emerging leaders with experienced mentors who can guide them through their professional development. Mentorship provides them with insights, feedback, and support, helping them to refine their leadership style.

Implement mentoring programs where current leaders can guide and develop potential successors. Mentorship allows emerging leaders to gain insights, learn from experience, and refine their leadership style. Structured mentoring is key to preparing the next generation of leaders.

To spot future leaders, look for individuals who demonstrate a unique blend of skills, traits & qualities. Identify those who take initiative, drive results & show a willingness to learn and grow. Assess their EI, strategic thinking and ability to collaborate and influence others. Seek out innovators, problem-solvers and adaptors who can navigate ambiguity and change. Observe how they handle challenges, feedback and failure, and note their resilience, accountability and coachability. Finally, consider their passion for the organization's mission and values, as well as their ability to inspire and motivate others. By recognizing these characteristics, you'll uncover talented individuals with the potential to lead your team into the future.

Establish regular feedback loops where potential leaders receive constructive input on their performance. Encourage them to seek feedback proactively and use it to continually improve and align with organizational goals.

Establish regular feedback loops to track the progress of potential leaders. Provide constructive feedback and encourage self-assessment to help them understand their strengths and areas for improvement. Continuous feedback ensures they are on the right path and helps you make informed decisions for succession planning.

1 on 1 conversations are also a perfect opportunity to ASK individual directly about the goals and growth. While we may be used to the sort of extroverted emerging leaders who are proactive in taking on more responsibility, initiating team activities and making improvement suggestions, introverts make great leaders too! By building a relationship of trust, you can encourage quieter team members to find their voice, and different ways they can explore ownership and leadership in a team setting, while providing guidance and giving yourself an opportunity to spot talent and cultivate it.