Watch For Your Natural LeadersSome of us are born to lead; it’s something that is seemingly built into our DNA.

For others however, there is a desire to lead an organization but perhaps the traits aren’t as inherent. It’s something that needs to be developed and nurtured.

As leaders of our own organizations, it is up to us to be able to spot potential leaders in the ranks of our teams.

People and talent are critical to the success of your business. Therefore, it’s important to be constantly on the watch for rising stars so they can be properly coached and retained, and shown that opportunities for growth do exist.

Andy Trainer identifies 6 signs of a natural leader. These are symptoms, if you will, or flags to watch for in your potential up-and-comers.

They Ask a Lot of Questions

Like your 6-year old son, this might be endearing or it might get tiring. Nevertheless, a potential leader questions the way things are done rather than just sticking with the status quo. While it might be a disruption, it’s certainly a trait to be respected.

They’ll Always Have New Ideas

The natural leader always thinks they have a better way of doing things. This may or may not be a positive thing. If reined in appropriately, having someone on the team that is keeping an eye on better, more creative, or cost-effective alternatives is always a good thing.

They Like to Help Others

Your natural leader wants the team to succeed. He/she will work with others to get the job done.

They Take Initiative

Watch the dynamics of your team. If you notice that one person seems to be the go-to person for everyone else on the team, ask yourself why that is. It might not necessarily be because they are the expert, but more because they know how to solve problems, and get things done. Sounds like a good potential leader, doesn’t it?

They Command Respect

Because of the above points, the natural leader has an important presence in the team, commanding respect and getting noticed.

By keeping a keen eye on your team dynamics and identifying potential future leaders, you can then take the initiative to groom them further to fit your organizational culture. They will appreciate being noticed and it will motivate the to constantly do better knowing there are opportunities for them; a future.

You, on the other hand, will have become more observant about your staff, and will be better positioned to understand what might seem like a difficult employee and turn the situation around to retaining and coaching a long-term, loyal, and important team member.

What do you think? Would you add any traits to this list?

Thanks to Chief Happiness Officer for the image.