How to identify people with leadership abilities


I thought this might help you as you build an incredible staff...


1. Assess ability – Choose team players well, according to how well their strengths and skills fit the goals and tasks of your organization. Ask yourself, “Why does this person want the job? Ambition, a love for this kind of work, a sense of calling, an eagerness to succeed in our organization? Or has this person simply failed in three or four previous jobs?”


2. Choose coachable people – Coaching keeps a team synchronized, harmonized, and growing together. A team without coachable players is not a team. It’s just a collection of flying egos.


3. Think “Chemistry” – Talent sticks out; chemistry is harder to see. It’s the magic ingredient of a winning team. What we call “chemistry” is really a combination of a lot of factors: ability and skill levels, drive and ambition, personality, emotional makeup, values, communication, and people skills.

  • Chemistry is not easy to assess until you actually put the team together under real-world conditions and see how the individual members react to one another, play off one another, cooperate together, and synergize. Chemistry is mysterious, delicate, and elusive.

  • You can’t turn chemistry on and off at will. The best way to create an environment where winning chemistry can strike your team is to seek a balance of personality types. You need some aggressive, high-energy types. You need some motivators and cheerleaders. You need some leaders; you need some followers. You need some people who are confident enough (and even egotistical and selfish enough) to be the risk-takers and slam-dunkers.

  • When you’ve got a well-rounded, well-balanced blend of personalities who relate well to each other, mesh with each other, complement each other, and above all trust each other, you’ve really got a team. And if your team has great skills on top of that wonderful blend of personalities, then most likely you’ve got more than just a team, you’ve got chemistry and a chance to win championships.

​4. Strive for balance – it is very important to balance skills in order to generate effective team success. No team is full of Michael Jordans, therefore, you have to find people with specialized skills to fill the positions on your team.


5. Recruit the best – build a quality team out of quality people who are always reaching for the next level of excellence, both individually and as a team. Will help you work smarter than harder.

  • Once you’ve acquired top talent for your team, you have to find a way to hang onto them. Low turnover of key people is crucial to the success of a great team.

  • A Small Business Administration study found that companies with fewer than 100 employees suffered 15.2% annual turnover, compared with 9 percent for larger firms.

  • Quite often, the key to lower team turnover has more to do with emotional satisfaction than with money alone. You can reduce turnover by making sure players feel valued and affirmed, that their jobs are meaningful and exciting, that there is room for growth and advancement, that the team recognizes their contributions, that they are listened to, that the team has a strong vision or goal, and that they work in a happy, positive family-like environment.


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