Strong leadership is the backbone of any successful company. But how do you identify the employees who have the potential to lead your organization into the future? Finding and developing future leaders isn’t just about recognizing top performers — it’s about identifying individuals with the right mix of skills, mindset, and drive to lead effectively.

While performance is important, leadership potential requires more than just excelling in an individual role. Here’s how organizations can spot high-potential employees and create a leadership pipeline that ensures longterm success. Look for:

• Influence and collaboration: Do they inspire and motivate others?

• Problem-solving ability: Can they think strategically and make tough decisions?

• Emotional intelligence: Do they handle challenges with resilience and adaptability?

• Growth mindset: Are they eager to learn, take on challenges, and develop new skills?

Relying on instincts alone to pick future leaders can lead to biases and missed opportunities. Organizations can identify leadership potential objectively. Here’s how to use datadriven tools and assessments:

• Personality and behavioral assessments measure leadership traits like decision-making, adaptability, and communication skills.

• 360-degree feedback gathers insights from managers, peers, and direct reports about an employee’s leadership potential.

• AI-driven talent analytics identify trends in employee performance, collaboration, and career progression.

Employees who go beyond their job descriptions and proactively solve problems are often the ones best suited for leadership roles. Look for:

• Proactive problem-solving: Do they find solutions instead of just pointing out issues?

• Innovation: Do they suggest new ideas and ways to improve processes?

• Accountability: Do they take responsibility for their work and own their mistakes?

True leaders are tested during difficult situations. How an employee responds to challenges, setbacks, and feedback can reveal their leadership potential.

Look for these key signs:

• Adaptability: Do they stay composed under pressure and find solutions?

• Coachability: Do they accept feedback and actively work on improving?

• Grit and persistence: Do they push through obstacles instead of giving up?

One of the best ways to test leadership potential is to give employees opportunities to lead before officially promoting them. Stretch assignments help organizations see how employees handle increased responsibility. Build leadership opportunities by:

• Leading a cross-functional project

• Mentoring or coaching newer employees

• Managing a small team or initiative

• Representing the company in meetings or presentations

Spotting future leaders is just the first step. Organizations need to actively develop them. The best wat to build a leadership pipeline is to:

• Offer leadership training and development programs

• Pair high-potential employees with mentors and executive sponsors

• Provide rotational programs that expose employees to different business functions

The best future leaders are already within your organization; you just need to identify and develop them. Who in your organization has the potential to lead? Now is the time to invest in identifying and developing the next generation of leaders.

Karla Vallecillo is a business development manager with TalentQuest, a talent management company recently acquired by Energage. Energage is The Denver Post’s survey partner for Top Workplaces. To nominate your company as a Top Workplace, go to denverpost.com/ nominate.