How to Find Tomorrow’s Ideal Leader in Today’s Workplace
How to Find Tomorrow’s Ideal Leader in Today’s WorkplaceHow to find tomorrow's ideal leader in today's company
In an era of rapid change—technological, economic, and social—the long-term success of companies depends more than ever on their ability to identify and cultivate a new generation of leaders. But how do you recognize high-potential talent before they hold an official title? And more importantly, how do you prepare them to fully embrace that role when the time comes?
These are the questions Josée Beauséjour regularly considers in her role as a senior organizational intelligence career development advisor. In this article, she shares practical insights from the field, key observations, and actionable strategies to help you spot leadership potential within your teams. Read on for her recommendations on identifying and developing the leaders of tomorrow—starting today.
Why It’s Time to Rethink Leadership
The traditional leadership model—based on hierarchy, authority, and individual performance—has shown its limitations. In a rapidly evolving world, tomorrow’s leaders will need to:
- Inspire trust and engagement while showing courage
- Create inclusive, agile environments
- Mobilize collective strengths
- Make informed decisions amid uncertainty
- Learn and grow continuously
These skills aren’t just taught in business textbooks—they must be observed, nurtured, and actively developed. That’s why it’s crucial to start paying attention now to those who already embody these qualities, even without a formal leadership title.
Here are 5 key strategies to help you identify, assess, and develop leadership talent today:
1. Spot Leadership Potential—Don’t Rely Solely on Performance
Leadership and performance are often confused. However, a top technical performer doesn’t necessarily make a great manager. Conversely, high-potential individuals may go unnoticed if judged only on short-term results.
Watch for these subtle signs:
- Natural influence: They bring people together around a goal, idea, or cause.
- Emotional intelligence: They listen well, defuse tensions, and recognize others’ efforts
- Strategic curiosity: They ask meaningful questions and seek to understand beyond their immediate role
- Managerial courage: They aren’t afraid to name issues, offer constructive feedback, and welcome it in return
Another key point: these traits can often be seen in early-career employees. Tenure should not be the only path to leadership roles.
2. Leverage Validated, Objective Tools
Managerial or HR intuition is valuable—but not sufficient. To back up your judgment, use reliable psychometric tools. Objective data can greatly enhance human observation.
Validated assessments can help measure:
- The ability to bring people together
- Tolerance for ambiguity
- Reasoning and problem-solving skills
- Key interpersonal skills
These insights are helpful for both managers and employees. They open doors to meaningful development conversations, highlight hidden strengths, and uncover growth areas.
When integrated into leadership development or succession planning, these tools become powerful levers to support your organization’s evolving leadership vision.
3. Create a Culture That Allows Leadership to Emerge
Spotting potential is one thing—helping it flourish is another. Too often, promising talent leaves because the environment doesn’t support their growth.
Here are some best practices:
- Offer opportunities for informal leadership—pilot projects, mentoring roles, internal committees
- Promote a safe-to-fail environment, especially in innovation initiatives, while providing the support needed to succeed
- Foster a culture of ongoing feedback focused on growth, not criticism
- Publicly recognize contributions that have human or social impact, not just financial results
A climate of psychological safety is essential for people to take initiative, share new ideas, and step into more strategic roles.
4. Support Leadership Development with Intention
Leadership doesn’t just happen—it’s built through structured, personalized development.
Approaches that work:
- Professional coaching to support awareness and transition into management roles
- Individual development plans focused on strengths and growth areas
- Cross-mentoring programs between generations, departments, or organizational cultures
- Simulations for decision-making or crisis management to build reflexes in a safe environment
It’s also important to recognize that not everyone aspires to a formal management position. Leadership development can also focus on influence and mobilization—without requiring a promotion.
5. Redefine the Leadership Equation
Finally, a key takeaway: tomorrow’s ideal leader may not look like yesterday’s. This person may have an unconventional background, a quieter personality, belong to a visible minority, or come from a different expertise area—or even be of a different age than what’s been traditionally preferred.
It’s time to :
- Deconstruct leadership stereotypes (charisma, extroversion, prestigious degrees)
- Broaden selection and promotion criteria
- Give all profiles a real chance to demonstrate their value and potential
Some organizations are already adopting leadership incubators, where volunteers can explore coordination or strategy roles without the pressure of formal hierarchy. This inclusive, flexible approach is highly effective.
What If Tomorrow’s Leadership Starts Today—But Differently?
All too often, we search for the perfect leader in a moment of crisis—after a resignation, in a period of rapid growth, or when a problem arises. Yet the organizations that thrive over time are those that patiently cultivate an internal talent pipeline—even knowing that some will eventually leave.
Leadership isn’t a title you give—it’s a dynamic you foster. It shows up in everyday actions, in posture more than position, in the ability to lift others while continuing to grow personally.
So, what if starting tomorrow, you looked at your teams with fresh eyes? Who is already, quietly, embodying the qualities you value? Who deserves to be heard, supported, and encouraged to grow?
The ideal leaders of tomorrow may already be here.
They’re simply waiting to be recognized.
Want to discover the leadership potential in your company?
Reach out to Josée or an expert advisor at iO4. They’ll help you identify and develop your future leaders using proven assessment tools and personalized guidance—tailored to your company’s reality..