It’s time to rethink the notion of leadership… move beyond promoting those with the most competence and start thinking more about those who can get you where you want to go… In other words, start considering those who have high potential, not just top performers.
Josh Bersin, founder of Bersin by Deloitte/Josh Bersin Academy
Takeaways of Note:
When filling leadership positions, ask 3 questions:
1. Does the candidate have the skills to be a high-performing contributor or the skills to be an effective leader? Leaders do need a certain level of technical competence to establish credibility; Great leaders, however, are able to remain open & to adapt – succeeding because they continually learn.
2. Can I really trust this candidate’s individual performance measures? someone who performs well in their current role may not be the right person to help team reach next goals.
3. Am I looking forward or backward? (1) predict the future, don’t simply reward the past; (2) take an extra look at those who “may not be ready,”; (3) avoid promoting entirely based on culture fit; (4) filter on the basis of ambition, reputation, & passion for the team/org