Identifying Top Talent for Leadership Positions - Spark Hire

Identifying Top Talent for Leadership Positions - Spark HireIf talented, motivated workers are a companys bread and butter, visionary leaders are the secret sauce that fuels innovation and growth.Identifying that dream kollektiv may seem like an ever-elusive dream of management and HR alike, but often the challenge is thinking outside the box to find those who arent obvious leadership material. Oftentimes this means looking internally to promote team members, rather than bringing in a big shot from another company.Although outwardly the logical choice would be to hire someone who already possesses the necessary skills and background to fill a role, internal mobility can be more beneficial for a number of reasons. A professor at Wharton School of Business stated that not only do external hires perform worse during their anfangsbuchstabe two years in a standort than internal workers, they are also more likely to quit sooner and are paid more. In fact, external hires may cost an organiz ation anywhere from 18% to 20% more than internal hires.Deloitte found that almost 90 percent of employers surveyed agree that a solid internal mobility program to encourage promotions and development would boost retention and keep on star players. Despite this, only a third had a similar program in place at their organization. Clearly, theres a huge talent pool organizations are overlooking in their search for better talent. Ironically, the ideal candidate may be just down the hall from those making the hiring decisions.Of course, the perfect candidate may also lie on the outside, and excluding one group or the other can cut out potential talent. What you should be looking for is potential. Whether youre looking inside or out, here are a few tactics to try out and uncover the potential of your leadership position candidates Ask really good questionsRegularly scheduled one-on-ones or periodic reviews are prime time to ask employees telling questions. These are especially important f or employees who you may not necessarily spend much time supervising or working directly with. Jot down a few outstanding executive interview questions to include in your next round. These may be anything from asking which leadership traits they admire to something he or she is striving to learn at the moment.Look at previous role responsibilities, not just titlesWeighing a leadership candidates eligibility based on a glance at previously held positions is a huge mistake. Titles may reveal a rough idea of what level of responsibility a position entailed, but n no way are they comprehensive. Some companies to even inflate job titles to make them sound sexier and attract talent. What the individual did while holding that title is what uncovers leadership experience.Evaluating behavior with othersIf this candidate is an internal employee, how has he or she interacted with peers in the past? Is the person a team player who makes a point to help others or a lone wolf? For external candid ates, keep an eye out for how they navigate meeting you and others in the company. Not only do leaders need to possess a strategic outlook, they should also exhibit tremendous interpersonal skills to mentor others and motivate.Taking initiative in past positionsSimilar to how university admission processes review students past involvement and examples of initiative, managers should assess how often (if at all) a candidate has gone out of his or her way to reach goals. This could be spending extra time to train a new hire when its not their responsibility, holding brainstorming meetings to inspire a team, or identifying solutions to a problem that they werent asked to solve.How does he or she communicateFirst, take a look at the open leadership position in question and evaluate what traits are most needed. Is this a position in the candidate would need to work closely with team members to strategize or a client-facing role to which others report with results? Popular personality asse ssments like the Myers-Briggs Type Indicator are used by HR departments across industries to identify employees preferred communication styles to best optimize how information gets transmitted. Sometimes the best solution to a problem has been right in front of you the whole time. Before investing more time and funds to find talent elsewhere, evaluate your own companys workforce to see if theres a future leader brimming with potential.About the AuthorBrett Farmiloe is the current CEO of digital marketing agency, Markitors, and previously helped co-found a leadership search firm. He frequently contributes thought pieces on leadership and marketing strategy to publications like Forbes and Huffington post.

5 questions to help you define your leadership brand

5 questions to help you define your leadership brand5 questions to help you define your leadership brandIf you ask someone to describe a person with a compelling leadership brand, they will often struggle initially to explain exactly why that person is so effective. Maybe this is because everything that we do, say, and embody at work creates the brand for which we become known. For some, this is just too heady a realization to bear People in this camp may feel powerless about their reputation thinking, Others are going to make their minds up about me. I cant control their views.For others, creating a leadership brand is theworlds fruchtwein golden opportunity. It means taking an active role in what you project to the world and what kind of results you get.Yetbuilding a visionfor your brand and then living it is practically counter intuitive. It constantly requires us to look up from our work, from our day to day duties, and ask ourselves, Is what Im doing in line with the profess ional I want to become? This kind of introspection can fall right off a to-do list when your priorities begin to compete.For those smart individuals who still struggle with the brand they convey, the reasons can center arounda mismatch in brand and culture. A person may be presenting a brand that earned them street cred at their last company but thats incompatible with their current employer. Another professional may be leading with traits that a very technical industry prizes, rather than the mora relationship oriented ones needed within their current firm. Worse still, some people put no thinking at all into what they project and convey about themselves.Consider these questions as you proactively shape your leadership brand now - and your legacy for the future. Remember, youre training people how to treat you and see you in every interaction you have with them.What are the hero stories most oftentold within my company?In other words, what traits and habits do people most respect around the office? Are heroic acts seen as going above and beyond for teammates, delighting clients with deliverables, or being active in community involvement? Take note and ask yourself if youre behaving in these ways. If not, ask yourself how you can, at a minimum, put yourself in the path of these kinds of opportunities.What do the most influential people here have in common?Many top influencershave no more hierarchical power than you do. They are often seen as plugged in employees who are in touch with whats going on, formally and informally. People listen to influencers. Theyre more readily swayed by them than the average colleague. Are these power people vocal and unafraid to challenge ideas? Are they particularly agile and positive when dealing with change? Put your finger on why theyre power people so that you can widen your own span of influence.Where I am an expert/emerging expert?I can guarantee you have a specialty that can be channeled and shaped in different direction s. Are you a programming genius with visions of leading a corporate team? Do you dream of becoming a programmer for only cause-based non profits? Do you want to pivot your programming skills into teaching it at the college level? We all have core strengths and skills that can be channeled. Know exactly whereyour core strengthsare today and what avenue you want to take them down next. After all, if you dont know where you want to specialize next, no one on earth can help you get there.What keywords do people associate with me?Following each important presentation or sales pitch you give, ask someone you trust for two things you did well and two things you could improve for next time. You should also besoliciting feedbackregularly from your manager and paying close attention to the words he or she uses in response. Did you ask for feedback on the report you wrote and hear that youre thorough, well read, and persuasive in your communication? On the other hand, did you hear that you nee d more polish or clarity? Decide if you like the words you hear and then adapt.Do I behave consistently?Colleagues will form their impressions of you based on repetitive interactions with you. Are you giving them a coordinated, consistent you? In writingPushback, one executive I interviewed recalled, I like to work on a no-surprise basis. People like knowing what theyre going to get from you. Ask yourself if your mood or the caliber of the person youre interacting with dictates how professional you are. If it does, you need to think about putting out a brand that people feel they can count on, whether or not the chips are down or something is going on for you personally.Once you pin down what you want your leadership brand to look like, its time to focus. This will mean inevitablysaying no to projects or assignmentsthat dont give you experience in your newly identified sweet spot. You may not be able to negotiate or barter your way out of every dead-end project given to you, but at a minimum, have an active voice in the matterThe look and feel of who you are should be tied together across mediums, from yourLinkedIn photo and profile, to the appearance of your desk, to the way you put ideas forward in meetings. Build your vision for your brand, share it with your inner circle, and then reward yourself when you live it. Doing so will only become more and more natural.How are you building a leadership brand around your expertise?Whats challenged you or really worked for you?Selena Rezvani is VP of Consulting and Research atBeLeaderly.com.Author of the award-winning bookPushback, Selena delivers keynotes and culture change at some of the worlds most recognized companies, speaking on negotiation and self-advocacy, the new rules of teamwork, and leading through change.Thisarticleappeared onBe Leaderly.