Catch a Rising Star

Great leaders are also great talent scouts. They're always on the lookout for up-and-comers who have the potential to be game changers in their organization. These rising stars are often the people who end up becoming the leaders of tomorrow. To be a great talent manager, you need to have your finger on the pulse of your organization and know who is doing great work. You also need to be able to spot potential in people who may not yet be shining in their current roles.

Catching a rising star is not about picking the usual suspects: people who "fit" a certain profile or who come from the right pedigree. These approaches undermine efforts to boost diversity and ultimately hinder creativity and innovation. It's about recognizing potential and taking a chance on someone who may not yet be a polished performer. The key to uncovering the hidden gems in your organization is to keep your mind open and your eyes peeled. So, if you're not focusing on "culture fit" or stereotypical profiles, how do you go about finding these diamonds in the rough? Here are a few tips:

1. Get to know as many people in your organization as possible.

You can't spot potential if you don't know who people are. Make it a point to get to know the people in your organization, especially those who are not in the spotlight. Attend company events, strike up conversations in the break room, and take an interest in people's lives and careers. The more you get to know people, the easier it will be to spot potential. Being curious about others will also make you more approachable, which will encourage people to come to you with their ideas.

2. Look for signs of creativity and resourcefulness.

Rising stars are often creative and resourceful, so look for these qualities when you're getting to know people. Do they come up with new ideas? Do they find creative solutions to problems? Are they resourceful when it comes to getting things done? Individuals who are highly adaptable and resourceful can adjust their behavior and attitudes to fit the needs of a given situation, particularly in a quick manner. Past performance is a useful indicator, but in this era of rapid change and uncertainty, it's not the only predictor of future success. Some of the brightest, most creative minds have diverse interests, but they might have been pigeon-holed into a role that doesn't quite fit or limits their ability to shine. So, don't just focus on people's job titles or years of experience. Instead, look for signs that they're inquisitive and always learning.

3. Focus on people who act with integrity.

These are individuals who act professionally in every situation—whether it is in front of a client or at an employee happy hour—and who are honest and trustworthy above all else. People of integrity are often reliable and consistent in their behavior, which builds trust within an organization. Over time, the finest leaders and hidden leaders have fostered trust and respect among their employees and coworkers. They act on their values and beliefs by standing up and speaking out. They make sure that the policies and practices of their organization are ethical.

4. Pay attention to body language and energy levels.

When you're talking to someone, pay attention to their body language and energy levels. Do they seem engaged and enthusiastic? Do they make eye contact and seem interested in what you're saying? Individuals who can shine if given a chance remain positive in hectic times and high-pressure situations and remain productive despite the stress of ambiguity of a situation. Don't misinterpret quietness as a lack of energy or engagement. Half of the population tends to be introverted, preferring to think before they speak. These individuals often make great leaders because they're able to listen attentively and think through decisions before acting.

5. Listen for hints of ambition.

Ambition is a quality that often sets rising stars apart from the pack. Do they talk about their career goals? Do they express a desire to learn and grow? Do they seem hungry for more responsibility? Rising stars have a drive for results, demonstrate determination, and push themselves and others to meet challenging goals with a commitment to producing exceptional results. Notice who is getting results without a lot of attention. These are often the people who are quietly going above and beyond, without needing to be asked or reminded.

6. Ask questions and give people the opportunity to shine.

If you're not sure whether someone has star potential, ask them questions and give them opportunities to shine. For example, you could ask them to lead a project or give a presentation. Do they respond with a learning orientation where they look for opportunities to develop skills and actively seek out challenges for self-enhancement? Or, do they have a fixed mindset where they shy away from learning opportunities and challenges, preferring to stick with what they know? A passion for learning demonstrates that an individual is coachable and willing to put in the extra effort to improve their skills. It also shows that they are proactive and always looking for ways to grow. People who are passionate about learning are often the ones who end up being the most successful in their careers.

7. Seek out diverse perspectives.

Diversity is key to creativity and innovation, so it's important to seek out diverse perspectives when you're looking for rising stars. Make an effort to connect with people from different backgrounds, cultures, and experiences. These individuals often have fresh perspectives that can help you see things in a new light. Don't restrict your search for talent to people who are just like you or who come from the same background. Consider diversity in terms of cognitive abilities and skills in addition to demographic characteristics. Too often, leaders and managers limit high performers to a single skill set, implying that they can't do anything else. Most employees have diverse skills that will go to waste if you don’t recognize and utilize them.

8. Ask for referrals from trusted sources.

If you're having trouble spotting potential, ask for referrals from trusted sources. Talk to your manager, colleagues, or mentors and ask them to recommend someone who they think has potential. These individuals are likely to have a good understanding of your organization and its culture, so they can help you identify people who are a good fit.

Spotting potential is only half the battle. The other half is nurturing that potential and helping people reach their full potential. In another post, I'll share some tips on how to do that. As a leader, you can play a big role in this by mentoring and coaching your rising stars. Help them develop their skills and knowledge, and give them opportunities to stretch themselves. By investing in your rising stars, you'll not only help them reach their potential, but you'll also ensure that your organization has a pipeline of great leaders for the future.

 Clara Conti is a transformational leader, senior global public sector executive, corporate restructuring guru, and founder of multiple business startups. Connect with her on LinkedIn and Twitter.