How do you select a candidate for leadership positions? There are ways to measure it using surveys, 360 degree feedback, and of course, the gut.<\/p>\n

Here are two ways to determine a person’s natural readiness:<\/p>\n

\n
• Does he or she require supervision? Or does he or she work independently? If the latter, then it is more likely they are ready for higher positions.<\/span><\/li>\n
• What is the quality of the output? Are there are lot of defects, and is re-work required? Unless the tasks are clearly R&D or “experimentation,” this is a bad sign.<\/li>\n<\/ul>\n

  Someone who requires low supervision and produces good quality work will have the strong foundation (self confidence, track record, credibility) required for higher responsibilities. The next thing to check is:<\/p>\n

  \n
  • “Fire” or “desire” or “ambition.” This shows the intrinsic motivation of the individual and will reveal potential. Do they have a burning desire to achieve? Or to go to the next level? If you invest in someone who does not have intrinsic\u00a0motivation, you will be throwing good money\u00a0after bad.<\/span><\/li>\n<\/ul>\n

    By all means collect data using formal methods. It does not hurt to validate hypothesis, and look for consistencies in multiple points of view (or lack thereof).<\/p>\n","protected":false},"excerpt":{"rendered":"

    How do you select a candidate for leadership positions? There are ways to measure it using surveys, 360 degree feedback, and of course, the gut. Here are two ways to determine a person’s natural readiness: Does he or she require supervision? Or does he or she work independently? If the latter, then it […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_s2mail":"yes"},"categories":[12,13,18],"tags":[],"_links":{"self":[{"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=\/wp\/v2\/posts\/488"}],"collection":[{"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=488"}],"version-history":[{"count":5,"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=\/wp\/v2\/posts\/488\/revisions"}],"predecessor-version":[{"id":597,"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=\/wp\/v2\/posts\/488\/revisions\/597"}],"wp:attachment":[{"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=488"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=488"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/strategyexecutioninstitute.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=488"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}