<p>Identifying High Potential Leaders</p><p>How can organization best identify high potential leaders? First, they need to define the meaning of “high potential.” One simple definition is an individual in the organization who possesses the ability, motivation, and commitment to become a leader in the organization. But most organizations should define what high potential leader really means in their own context. This can be done by initially establishing the criteria (i.e., qualities, characteristics, skills, and abilities that one needs to have or exhibit) to be a successful leader in the organization. Only then can organizations proceed forward with high potential leader identification. </p><p>Examples of high potential leader criteria may be:</p><p> Strong track record of performance by taking charge and making things happen  Well developed interpersonal skills coupled with high level of emotional intelligence  Skilled in persuasion and influence  Passionate desire to learn, grow and develop for self, team and organization  "Learning agility" (i.e., ability to learn from the lessons of experience)  Strong work ethic (i.e., willingness to go above and beyond) and initiative, drive, and persistence to stretch, reach higher, succeed and continuously improve  Desire to readily seek out and accept feedback as well as information to see the broader view  Understanding of organization dynamics (i.e., up-down-across)  Dissatisfaction with the status quo  Bounded risk takers  Obstacles represent challenges, not threats  Willingness to change behavior and embrace changes  Honesty, integrity, and tells the truth  Strong communication skills</p><p>A logical next step would be to develop ways to measure accepted high potential leader criteria. Examples of ways to achieve this might be through multi-rater assessments (i.e., 360-degree instruments), assessment centers (e.g., role playing hypothetical scenarios), and high potential review meetings (i.e., more senior employees review the qualifications of promising employees and reach consensus on those with the greatest potential).</p>