How to identify leadership potential: Development and testing of a consensus model

Human Resource Management - Tập 51 Số 3 - Trang 361-385 - 2012
Nicky Dries1, Roland Pepermans2
1Research Centre of Organisation Studies of the Katholieke Universiteit Leuven (Belgium)
2Department of Work and Organizational Psychology of the Vrije Universiteit Brussel (Belgium)

Tóm tắt

AbstractBuilding on two studies, the current article responds to urgent calls in the literature for more empirical research on how to identify leadership potential. Based on an extensive review of the 1986–2010 literature, and applying a combination of qualitative and quantitative techniques, we developed a model of leadership potential consisting of four quadrants: Analytical skills (containing the factors Intellectual curiosity, Strategic insight, Decision making, and Problem solving); Learning agility (containing the factors Willingness to learn, Emotional intelligence, and Adaptability); Drive (containing the factors Results orientation, Perseverance, and Dedication); and Emergent leadership (containing the factors Motivation to lead, Self‐promotion, and Stakeholder sensitivity). Notably, the developed model steers clear from some of the typical issues that tend to hinder valid assessments of leadership potential (i.e., the confound between performance and potential, as well as that between leadership potential and successful, mature leadership). Furthermore, high consensus was found between top managers, line managers, and HR managers about the practical relevance of the proposed model. The article concludes with some specific future avenues for research and practice. © 2012 Wiley Periodicals, Inc.

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Human Resource Management

Tập 51 Số 3

361-385

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