Identify Leaders in your Organization Using Tools From America’s Favorite Pastime

By: Mike Kuenzi


Hiring the right people and identifying high-potentials within your organization is a massive undertaking. Add to that supporting their ongoing development along with balancing business needs, and often succession planning can fall to the back burner.

As you may know, your ability to identify these future leaders, engage them and accelerate their growth is critical to the future of your organization.  I’m not sure if this is the case with your company but achieving that bench strength of future leaders can at times feel overwhelming, just like the Chicago Cubs journey to the 2016 World Series Championship.

If you’re looking at practical ways to build your next generation of leaders, you may be surprised at what Major League Baseball has to offer your organization.

The science of building a successful baseball team has been perfected over time. Long-term success is all about a team’s bench strength. It starts in the minor leagues with a focus on drafting and scouting players that continually supplies the major league team with a stream of quality players.

But, baseball has stats, tons of them. Scouts are watching players during games and tirelessly analyzing their stats before making decisions. We don’t have that in the business world. We have resumes and self-reported successes of their past actions.

What if you could have data and analytics of your current and future employees based on science? What if this data could help you predict the success rate of employees in roles within your organization?

The answer is … you can! 

Using the data generated by Predictive Index, you can look at your current and prospective employees and identify key leadership characteristics, predict people’s probabilities of success and help them evolve more quickly from “doing” to leading. Here are four steps to get you started.

  1. Identify the competencies you should be assessing.

According to a study by the University of North Carolina’s Kenan-Flager Business School, these five competencies are the indicators to predict the success of high-potential employees stepping into leadership roles.

–    Strategic Thinker

–    Driver

–    Collaborator

–    Team Builder

–    Influencer

If we focus on these competencies of future leaders as our stats to assess, how do we identify employees and candidates that have them?

  1. Assess the behavioral traits that exemplify these qualities and most directly impact performance. These are the behaviors you’ll want to develop in your future leaders.

–    Communication – Does the individual tend to connect quickly with others?

–    Decision-Making – What is the individual’s comfort level with risk?

–    Team Participation – Does the individual tend to be more task-oriented or people-oriented?

–    Taking Action – Is the individual proactive when it comes to taking action?

–    Delegation – Does the individual prefer to delegate?

  1. Implement an assessment tool. The Predictive Index software platform has a suite of assessments that are quick and easy to implement, as well as simple to complete and will arm you with an objective layer to help identify high-potentials.

      4.Create a development plan that helps your current leaders build their employee’s skill development.

Creating a process based on data that strengthens your company’s bench, ultimately supplying you with employees that you can call up to leadership when the time comes.

These four steps are the foundation for building your bench strength of future leaders. By applying the right data and processes you can streamline identifying your high-potential employees and fast-track your development plans. Ultimately, resulting in a team of high-potentials groomed to step up to the plate when the time comes.

Ready to see this process in action? Sign-up for a 15-minute Predictive Index demo here.



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