As a team leader, how to identify high potential employees in your team at an early stage

If you want to ask a good question and do something well, you have to understand the truth first. Once an employee asks a good question, it confirms that he wants to know more about a certain problem or situation. This is one of the most important characteristics of a successful person.

Will take good notes, as a subordinate, often have to assist others in their work, and respond immediately. To get satisfactory results, you have to pay attention to the details and write down the key points. Taking notes often to win people will have a much better effect than other people who don't take notes.

Therefore, leading cadres have also noticed that they can memorize people by heart. This not only shows your professionalism and self-control, but also shows a more reliable way of doing things. However, there are those who can only look at you when they look at it.

Even though they seem to be listening very seriously, the leading cadres are suspicious that they will not be able to complete their tasks well. Leading cadres have been educating new employees that when listening to the words of leaders or customers, they do not have to listen only to the specific content, but should keep it in mind, digest and absorb it, and apply it. Leading cadres can distinguish who is more likely to achieve the goal by whether the staff is taking notes or not, and can clearly and scientifically complete the goal.

With good habits, "reliability" is a very important characteristic for any successful business, customer or supervisor. This is an important feature that determines whether there is a need to provide substantial opportunities for employees. In order to become a credible target in the eyes of others, in addition to intelligence and hard work, you also need to have good habits.

If you don't have good habits, or don't do things in a down-to-earth and orderly manner, it is not easy for you to consistently produce high-quality results.

Naturally, this is not to say that if you don't win people at the above four points, you don't have much potential for development. Development potential can be presented in many ways, but some people will show it more than others. But patient supervisors and executives have access to a lot of data through your approach, and they can show your career maturity, basic tendencies, emotional intelligence, and abilities.

I think there is one criterion that is relatively easy to judge, that is: whether the person has done anything, even if it is a small thing. There are many reasons for failure, but success is not always easy, and being able to do even the smallest thing can prove that the candidate has the necessary qualities to succeed.

For the judgment of the team member, you can independently give him some projects to see if he can do it himself, and then you can judge whether the person has the quality of success.

In the process of work, the ability to work is particularly excellent, and particularly self-motivated, in the work has great potential, and special efforts, such employees are high-potential employees.

It is the common psychology of leaders to find potential employees, train them, and then become the backbone of the team, and then everyone will work together through thick and thin to create brilliance.

As a team leader, how to identify high-potential employees in your team at an early stage

1.Will look at the performance data.

The main aspect of the company's employee evaluation is work performance. If an employee's performance histogram is trending upward, it is a good indication that they have potential; If its performance is higher than the average, it indicates that it has greater potential for upside; If their performance is at the top of their ranks, it has the potential to be groomed as role models.

2.Look at the idea of the solution to the problem during the training.

The growth of the team is inseparable from training. During the training, there are not only the sharing of efficient experience of colleagues, but also the creation of appropriate situations by leaders according to the problems encountered in the work, so that everyone can storm and express their own views, and then summarize the logical and feasible solutions for everyone to practice.

During the storm, the average employee is silent, not because they don't want to say it, but because they haven't thought about such a problem and haven't tried to solve it, so they have nothing to say.

In such a situation, if an employee can talk about what he did and how he solved the problem based on his own personal experience, and finally prove it with actual data.

Then, such employees can make the leaders shine and feel that their potential is huge. It will analyze your practices and encourage you to continue to be bold and innovative. Of course, the leader will definitely go further on what support is given to you, and this is actually starting to nurture you.

3.Look at your work performance.

Everyone will encounter problems at work, and some people will complain about the bad external conditions; When some encounter problems, they do not take the initiative to find solutions, but wait for ready-made experience; Others will actively think and try until the problem is solved.

As a leader, you will undoubtedly identify with employees who take the initiative to find solutions, believing that they have development potential and are worth cultivating.

It's important to look at the big picture.

As a manager, from the beginning of receiving the task indicators issued by the company, it is necessary to reasonably allocate the work content of subordinates to complete the company's task indicators with the highest efficiency. A leader must understand the big picture of the project in order to convince his subordinates. Only when subordinates understand the overall situation, subordinates will understand what details need to be paid attention to to complete the company's projects, then mistakes will be reduced, and work efficiency will be improved.

Moreover, subordinates will also think seriously about their work, and may tell you their thoughts and suggestions at work.

The word "responsibility" is very important.

When an accident occurs while the team is working on a company project, resulting in the loss of the company's profits, the leader must not shirk responsibility. The main reason is that your team has a problem, and then you have a responsibility to take it. You are a leader, and the problems in the team are also caused by your mismanagement.

If you blindly criticize your subordinate, shift all the blame to him. The result can only be that the subordinates are very dissatisfied with you, and it is very likely that the same mistake will happen a second time, and the gains outweigh the losses.

Learn more and praise others.

In the workplace, almost all employees want to be valued. They all want to be able to praise themselves and identify with them in the workplace. However, praise is the cheapest thing in the workplace, so many managers omit verbal praise.

They think that their subordinates work for themselves and that they are paid by the company, so they don't feel the need to do these things. But have you ever thought about it, if you treat your subordinates like this, your subordinates will treat you like this? If the manager can not unite and cooperate with the employees, then when the company issues higher requirements for the project, there will be a big mistake, because an excellent team can not be done by one person or a few people, so the manager must be broad-minded, tolerate the mistakes of subordinates, and correct in time.

Competencies of Team Leaders:

First, the quality of the long-awaited.

2. Proficient in one subject and erudite in others.

3. Outstanding organizational skills.

Fourth, diverse interests and humility.

Fifth, significant innovation ability.

6. Ability to lead and motivate.

7. Build the ability of self-growth and harmonious coexistence of league members.

8. Have the spirit of not being utilitarian and dedicating to the team's cause.

Dragons can't be without a head. There is always a leader, commander, and organizer in the team, no matter what it is called in name, in fact, he plays the role of leading, commanding, coordinating, organizing, making decisions, communicating and overcoming difficulties.

Leaders should be at the forefront of their work. In most cases, it is not a leader who can establish his authority in the team immediately, but needs to accumulate it slowly in the process of work. Be positive, motivated, do more, talk less, and take the initiative to do difficult things at work, so that colleagues around you can feel your dedication, your professionalism, your responsibility, etc., so that the goodwill will be slowly established.

With these "sugar-coated shells" as foreshadowing, the road ahead will be easier for you.

Leaders need to be decisive in their decision-making. When the team faces problems, the team members are most afraid of two kinds of leaders, one is hesitant and has no opinion; One is not to strive for the legitimate interests of everyone. Then the leader should be decisive when making decisions; After making a decision, we should tell everyone the reasons for such a decision; If the decision fails, we must dare to take responsibility and not look for any objective conditions.

The courage to criticize and self-criticism is very important and effective. But you can't make mistakes all the time, because then the players will not have confidence in you.

Leaders should not back down when they encounter difficulties. In the process of team work, you will encounter resistance from many aspects such as information, funds, personnel, the company's last time, and social environment, and there will be various difficulties that you don't expect. In the face of difficulties, the leader can't be a turtle with a shrunken head, this is not to ask you to fight, but to lead everyone to persevere, never give up, persevere, and take the ultimate completion of the goal as their own responsibility.

When encountering difficulties, do not complain, and the complaints of the leader can best make the subordinates see the mistakes and see the darkness ahead. After the night, we can have the light, and we can spend it together in the same boat; After the night, it is still night, and everyone will scatter like birds and beasts.

Leaders should communicate patiently in their work. Communication is the shortcut to reach all consensus, and communication is the basis of all management. A leader who knows how to communicate will make the team members feel comfortable and coordinated in their work; A leader who is willing to communicate, team members will take the initiative to think about and solve problems.

Maybe everyone will communicate, but whether they are patient or not, whether they are patient enough, not necessarily. The patience of the leader is often an invisible language, which is motivating, comforting, and identifying with everyone. The patience of the leader will increase the opportunity for the team members to empathize with the leader and increase more understanding.

Leaders should care for everyone in their lives. Concern is a soft needle, which will gradually take effect and slowly eliminate the resistance of the team members to the leader.

Be a person beforehand.

There is no need to rush into something proactive.

Do your part.

Slowly gain everyone's support.

Convincing people is the foundation of leadership.

Team leadership mainly comes from two aspects: on the one hand, it is the power and influence given by the organization, and it is the dominant force that imposes the will on others, including the legal power, the right to reward, and the right to punish; On the other hand, it comes from personal influence, which is the ability to make others or subordinates do things without using power, which includes expert power and exemplary power. The two are collectively referred to as power influence and non-power influence.

Power has limited influence on subordinates, and power cannot be used to motivate, make people conscious, or produce recognition. Influence is a kind of following, a kind of self-awareness, a kind of identification, and it is non-institutionalized. The role of non-power influence is huge and long-lasting, and it is manifested through the leader's character, charisma, wisdom, cultivation, style, performance, knowledge, ability, experience, and qualifications.

Leaders should improve their eloquence skills. As a leader, the first task is to communicate the mission well, so you need to express it clearly.

Dare to delegate. Leaders should empower their subordinates, don't often meddle in the specific work of their subordinates, you just need to ensure the results.

Lead by example. Learning first, work first. Become a core figure of suspicion and cohesion and a role model of fairness and justice.

Leading by example means that everything should be done hands-on, not letting go of any details that may cause problems, such a leader is a role model in the workplace, and team members only need to do it completely.

Pay attention to employees and effectively solve employee problems. A good leader should not only pay attention to the performance of the employee's work, but also pay attention to the employee's work status. Care for employees' emotions, if employees have any problems, try to help them solve them as much as possible, so that they can feel the warmth of the team, and let them devote themselves to work without worries.

This type is common in sales teams. However, this approach can sometimes lead to conflicts due to revenue issues, and it is also possible to distrust each other due to communication problems<>

If the leaders can't lead by example, then the subordinates will inevitably relax their own requirements. Leaders should not only be strict with their employees in terms of work, but also give employees the necessary care in terms of thought and life.

Leadership charisma influences leadership skills. Leadership charisma helps to unite and influence subordinates, and helps to enhance leadership effectiveness. In order to enhance the charisma of leadership, it is necessary to have three qualities: cultural quality, moral quality, and personality charm.

This refers to the formulation and revision of the system for the entire enterprise to use the influence of the individual leader, such a system must be followed by the entire enterprise, with the nature of internal regulations.

Because a leader is the one who grasps the direction, his choices involve the interests of the whole and the ultimate success or failure. And what to do and what not to do depends entirely on the wisdom of the leader. As for some of the politeness, respect, and cultivation in those seemingly behaviors, the roots are actually hidden in your understanding of things.