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    You are here Home » generation y

    How to Get Recognized as an Emerging Young Leader

    Last updated on Mar 4, 2014 by Dan McCarthy · This post may contain affiliate links

    This post recently appeared in SmartBlog on Leadership:

    I recently asked readers to submit their burning leadership
    development questions
    . Those that get picked for a post will receive a free
    copy of
    my eBook.

    This question from Nicholas:

    “What are some good
    ways to get recognized as an emerging young leader in your organization without
    sounding like you're trying to toot your own horn?”

    My mother always told me if you just kept your head down and
    did good work, you would get ahead in your career. While there is certainly
    some truth to that advice, there’s a lot more too it when it comes to getting
    noticed for your leadership
    potential.

    I’ll share some insider information with you as to how most
    organizations look assess for leadership potential.

    According to research
    by the Corporate Leadership Council
    , performance was found to be more of a
    “gatekeeper” to being even considered for promotion to the next level. That is,
    90% of “high potentials” were strong performers. So, yes, being great at
    whatever you are doing matters. If you’re a poor or average performer in your
    current role, you’ll never be considered for higher level responsibilities.  While we all like to think of ourselves of
    being a top performer, the reality is, most of us are not. So step one,
    especially early in a career, is to establish a consistent track record of
    strong performance.

    However, only 29% of high performers have what it takes to
    succeed at the next level. Other factors come into play when it comes to
    predicting success at the next level, including aspiration (willingness to take
    on new, higher level responsibilities), engagement (your commitment and
    willingness to go the extra mile), and ability (a combination of innate
    characteristics and learned skills).

    The good news is, many of the abilities that organizations
    look at to evaluate leadership potential can
    be
    learned.
    According
    to Development Dimensions International
    , employees that demonstrate the
    following abilities have a strong chance at being successful in a senior
    leadership role:

    1. Propensity to lead. They step up to leadership
    opportunities.
    2. They bring out the best in others
    3. Authenticity. They have integrity, admit mistakes, and don’t let their egos
    get in their way
    4. Receptivity to feedback. They seek out and welcome feedback
    5. Learning agility.
    6. Adaptability. Adaptability reflects a person's skill at juggling competing
    demands and adjusting to new situations and people. A key here is maintaining
    an unswerving, "can do" attitude in the face of change.
    7. Navigates ambiguity. This trait enables people to simplify complex issues
    and make decisions without having all the facts.
    8. Conceptual thinking. Like great chess players and baseball managers,
    the best leaders always have the big picture in mind. Their ability to think
    two, three, or more moves ahead is what separates them from competitors.
    9. Cultural fit
    10. Passion for results

    So, I’d suggest evaluating yourself against these
    characteristics and see where you stack up. Of course, there are limits to
    self-assessment (we tend to be clueless as to how we are perceived by others),
    so it’s even better if you can get
    some
    candid feedback
    from your boss or others.

    Then, identify 1-2 things you need to get better at and create
    a development plan to address those areas. I’d recommend sharing it with boss,
    for a number of reasons.  First of all,
    to get your bosses feedback, and secondly, to get additional ideas and support.
    Finally, going back to the “aspiration” component of potential, to show that
    you’re interested in leadership development and willing to do what it takes to
    learn and grow.

    Just one more thing when it comes to “tooting your own
    horn”. That’s something many of us are not comfortable with, and no one wants
    to be seen as a self-promoting blowhard. It’s always better when other people toot your horn for you.
    That is, your boss and decision makers are hearing good things about you behind
    your back, from
    your
    peers
    and others. Given that, managers, as much as they should, are not
    always aware of every one of their employee’s accomplishments. It’s up to you
    to humbly let them know on a regular basis during your regular meetings, and
    especially during your annual performance review. A lot of managers will ask
    for performance review “input” – this is the one time per year that you are allowed
    to loudly toot that horn.

    It’s the lucky few that can just consistently shine and get
    picked for one plum role after another. The rest of have to work hard at it, do
    a little self-promotion, and have the confidence to ask for it when the
    opportunity presents itself.
    « The Leadership Development Carnival: Ides of March Edition
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