Tips for Identifying Future Leaders in Your MSP Organization
There’s no magic bullet for identifying and successfully promoting the perfect candidate for a leadership role in your MSP business. Everyone makes mistakes. However, I recently learned of some great ways that will help make this important ― but sometimes daunting ― responsibility much easier. Not to mention some vital lessons to learn about yourself for improving your decision-making process.
These lessons come from Ammara Abedi, a strategy consultant with Insperity, which provides human resources and administrative services to small- and medium-sized businesses. Recently featured in “Sunny’s Silver Linings” podcast, she’s an organizational psychologist who helps businesses implement employee strategies and programs, such as diversity, inclusion, and equity.
According to Ammara, MSP owners and managers face some big challenges when looking for leadership potential in their team members. These include the tendencies to …
- Hire individuals by unconscious biases, such as sharing a common language, schooling, native country, etc.
- Promote high performing technicians versus individuals with strong leadership skills.
- Promote high performers with high leadership potential, but who aren’t ready to lead others.
To identify a candidate with high potential for a leadership role, Ammara said that managers and supervisors should watch for certain behaviors. Ask yourself these questions about the candidate:
- How ambitious and driven is that individual?
- Do they currently lead others in a way that’s motivational?
- How well can they help others make decisions so that they are all in agreement?
- Or are they constantly being challenged by their team members?
She cited two areas that can also help determine if a candidate has leadership potential:
- High learning agility – Do they have the ability to learn from their past experiences and apply those lessons in future scenarios? Are they observant? Are they open to alternative ideas and perceptions? Do they challenge the status quo?
- Their real purpose – What is their purpose they are trying to fulfill? What motivates them? Provide feedback to help them get to that point. Talk to them. Get to really know your team players. You might find that they aren’t interested in being in a leadership role.
Ammara also noted that natural ability plays a huge part, including such traits as emotional intelligence – that is, being able to handle interpersonal relationships judiciously and empathetically – and self-awareness. If any of these are missing, then that employee is not going to be leadership material because those traits cannot be taught. Some people simply aren’t made to be leaders.
And don’t worry, we all make mistakes. It’s how we learn and grow from them that shows our leadership style. Remember: “Progress not Perfection”.
Click here to listen to the full podcast.
