High Potentials – One of the First Leadership Freak Posts of All Time
Dear Reader,
The following article is a repost of one of my first blogs. (Posted January 4, 2010.) I changed the image. But, other than that, it’s offered without edits.
I’d change the quote on the image to include the idea of seeking.
“High potentials don’t simply listen to correction, they seek it.”
Long-time readers probably recognize the DeBono quote. It’s one of my favorites.
Thank you for being a reader of Leadership Freak.
Leaders frequently complain, “We can’t find good people. Where are all the good people?”
How can leaders identify high potential employees, managers, or volunteers?
First, can they sizzle in the pan awhile? A flash in the pan is just that, a flash. High potentials stick to tasks and complete projects.
Second, correct them. High potentials don’t simply listen to correction, they embrace it and grow.
Third, do they ask questions? De Bono says, “Those who think they know, don’t.”
High potentials possess more than knowledge and skill. They possess personal qualities that take them higher.
Warning: Wanting a person to be a high potential because they are good looking, smart, skilled, or socially appealing doesn’t make them a high potential. It makes them dangerous.
Can you add to this list of things to look for in high potentials? Can parents nurture these qualities in sons and daughters?
Leadership Freak,
Dan Rockwell
Charismatics personalities are normally looked upon as being a good fit for leadership, because, people tend to want to be around them. This might be the answer to where all the good people are, as good people may not necessarily have charismatic qualities therefor overlooked as a leader.
The perception we envisage in our minds based on parental modelling or media of what makes a great leader determines our choices, change the perception and we see/find a new leader.
You may have said it different but you were still well on track. I have learned a lot from this blog. Keep it up sir.
To add to your list, a respected leader I knew a few years back observed that a HighPo will run for the hills from unethical organizations and not look back. He said, “HighPo’s can be found on higher ground.”
Can we add “emotionally intelligent” to this list?
This would include being self-aware, resilient, empathetic, and,yes, curious.
Your are welcome, and Thank You for sharing your wisdom.
Dan,
Seek and you will find, somethings just take time to develop like a flower it emerges from the ground and soon blossoms into beauty, the same applies to potential individuals, some take time to Blossom.
When you find someone that thinks they know it all, that is the first sign that they don’t.
I’ve always thought that if a leader was tasked with ensuring someone who reported to them succeeded in becoming a high potential employee, as a criteria for the leader keeping THEIR position, I believe we’d see successes where there was once only disdain, blame, and failure.
Thanks for keeping the conversations re leadership flowing, Dan. The need is obviously as critical in 2018 as it was in 2010!
Hi Dan,
I’m fairly new to your blog and have never responded. One thing I have noticed in many high potentials is how they react when things do not go as planned or fail. They don’t let these moments define them – they let the moments teach them.
Hi Dan
There’s something powerful in the metaphor of looking back at where you’ve come from as it relates to high potentials… so this was a great post to reflect on!
High potentials are aware of where they’ve come from and how they’ve grown… but don’t belittle what they did when they weren’t as skilled/experienced/knowledgeable. It’s about acknowledging how far you’ve come, not regretting the silly things you might have done.
I love your blog Dan – thanks for doing what you do!
I think society declines and improves based on how many high potentials actually work in an organization. The fewer high potentials, the more risk a business is to failure and toxicity.
Thanks Michael. You’ll have to add healthy dynamics. A team of average players who work together beat a team of stars who work on their own. 🙂