Articles / Leadership Can Be Identified As: A Complete Guide for Business Excellence
Development, Training & CoachingDiscover proven methods to identify genuine leadership potential. Transform your talent strategy with evidence-based approaches to leadership recognition and development for lasting business success.
Leadership can be identified as the ability to influence, motivate, and direct followers through a behavioural approach that determines how leaders implement plans and strategies whilst accounting for stakeholder expectations and team wellbeing. Yet for business leaders navigating an increasingly complex corporate landscape, the challenge lies not in understanding this definition, but in recognising authentic leadership when it emerges—often in unexpected places and forms.
The Bottom Line: Leadership identification is both an art and a science, requiring systematic assessment of behavioural patterns, emotional intelligence, and the ability to inspire others toward shared objectives. Studies indicate that followers who trust their leader are more likely to accomplish set goals whilst contributing ideas and suggestions beyond expectations.
In the same way that Churchill recognised the difference between mere authority and genuine leadership during Britain's darkest hour, today's executives must distinguish between positional power and authentic influence. This comprehensive guide will equip you with the tools, frameworks, and insights necessary to identify, nurture, and develop the leaders who will drive your organisation's future success.
Leadership identification encompasses the systematic recognition of individuals who possess the inherent capacity to inspire, influence, and guide others toward achieving collective objectives. Research demonstrates that more than 75% of young people surveyed either currently held a leadership position or aspired to become leaders within five years, suggesting that leadership identity begins forming early in professional development.
The Modern Leadership Paradox
Contemporary business environments present a fascinating paradox: whilst 83 percent of employers believe developing leadership among employees is vital, many struggle to identify authentic leadership potential before it fully manifests. This challenge becomes particularly acute when considering that more than 60 percent of millennials feel they lack leadership skills, despite representing three-fourths of the global workforce by 2025.
The identification process requires understanding that leadership transcends traditional hierarchical boundaries. Leadership is not confined to a hierarchical position; it can be exhibited at any level within an organisation through influence and impact. This perspective fundamentally shifts how we recognise leadership potential—from waiting for formal promotion to actively observing influence patterns throughout the organisation.
The Behavioural Blueprint
Behavioural leadership theory focuses on how leaders behave and assumes that these traits can be copied by other leaders, suggesting that leaders aren't born successful but can be created based on learnable behaviour. This foundation provides a practical framework for identification through observable actions rather than abstract qualities.
The most reliable behavioural indicators include:
Problem-Solving Initiative: True leaders consistently identify problems before they escalate and propose practical solutions. High-potential leaders display a high degree of interest in company goals and engage in future plans and strategy, being "all in" and invested in the future.
Coaching Orientation: Leadership competency for which companies want to be best in class involves coaching, as people, especially Millennials, gravitate to leaders who will coach them to success. Watch for individuals who naturally mentor others and share knowledge generously.
Ethical Decision-Making: Ethics may be one of the most important qualities of a leadership mindset, requiring leaders to balance success and outcome with truth and loyalty. Observe how potential leaders handle ethical dilemmas when no one is watching.
Adaptive Communication: Great leaders know how to communicate to encourage organisational development, using speaking, listening, and writing as ways to connect with people both within their organisation and outside their walls.
The Leadership Constellation
Leadership traits refer to personal qualities that define effective leaders, and whilst some may be innate, they can be acquired with time and practice. The most compelling research identifies several core characteristics that consistently appear across successful leaders:
Emotional Intelligence and Self-Awareness Self-awareness is the understanding of yourself, including personality traits, behaviours, anxieties, and emotions. The better you understand yourself and recognise your own strengths and weaknesses, the more effective you can be as a leader.
Influence Without Manipulation Influence, or being able to persuade people through thoughtful use of appropriate influencing tactics, is an important trait of inspiring, effective leaders. Influence is quite different from manipulation and needs to be done authentically and transparently.
Courage in Action Courage enables both team members and leaders to take bold actions that move things in the right direction. It takes courage to do what's right, whether voicing new ideas, providing feedback, or flagging concerns.
Collaborative Mindset When leaders value and embrace collaboration, whether within their teams or cross-functionally, several benefits arise—including increased innovation, higher-performing teams, and a more engaged and empowered workforce.
Like the ancient Greek concept of arete—excellence of character—these traits form an interconnected system where each quality reinforces the others, creating a leadership presence that inspires rather than compels.
The Measurement Matrix
Formal leadership-style evaluation is useful in highlighting where you excel and can help identify blind spots, though many experts contend this isn't the only or best way to identify leadership style. A comprehensive approach combines multiple assessment methodologies for maximum accuracy.
360-Degree Feedback Systems A good 360-degree feedback tool lets you collect feedback from employees on how their leader works and mentors them, with data analysed to know the manager's strengths, weaknesses, and overall personality. This method provides multi-perspective insights that self-assessment alone cannot capture.
Behavioural Assessment Tools Popular frameworks include:
Practical Leadership Opportunities One of the most accurate ways to test a person's leadership skills is to put them in a leadership role. Creating leadership opportunities allows evaluation of employees' leadership skills based on how they approach tasks and discharge leadership duties.
The British Military Approach Drawing inspiration from Sandhurst's leadership selection process, consider implementing scenario-based assessments that test decision-making under pressure, team coordination during crisis, and ethical reasoning when stakes are high.
Cultural Calibration
Different situations, culture, and environments need different personalities to deal with them in the most effective and efficient way. Leadership identification must account for organisational context, industry demands, and cultural expectations.
Industry-Specific Leadership Profiles Technology companies may prioritise innovation and adaptability, whilst financial services emphasise risk management and regulatory compliance. Organisational leadership requires scale—the sheer size and magnitude of what you're leading—and scope—the range and diversity of operations you're responsible for.
Cultural Fit Assessment Consider how potential leaders align with organisational values whilst bringing complementary perspectives. The most effective leadership teams combine diverse thinking styles and backgrounds, much like how Nelson's tactical brilliance complemented Wellington's strategic patience at Trafalgar and Waterloo respectively.
Succession Planning Integration Companies should have well-defined plans for developing, identifying, and retaining employees with leadership traits, as ascertaining business continuity tomorrow has a direct correlation with recognition of reliable leaders today.
The Emotional Quotient
Influence requires high levels of emotional intelligence and trust. Emotional intelligence serves as both a predictor of leadership success and a tool for identification, encompassing self-awareness, social awareness, self-management, and relationship management.
Identifying Emotional Intelligence Markers Look for individuals who:
The Pressure Test The IHHP EQ assessment measures ability to manage emotions in high-pressure situations, crucial for effective leadership by identifying areas where individuals struggle with controlling anxiety or staying focused in stressful environments.
Building the Leadership Pipeline
Systematic Observation Frameworks Implement structured observation protocols that track leadership behaviours across various situations. Creating abundant leadership opportunities becomes part of skill development, enhancing engagement, satisfaction, and retention among workers whilst achieving multiple objectives.
Mentorship and Coaching Programs Coaching leadership promotes partnership and drives toward employees' constant professional improvement by connecting personal goals with organisational objectives. These programs serve dual purposes: developing existing talent whilst identifying emerging leaders.
Cross-Functional Project Assignments Place high-potential individuals in challenging, cross-departmental projects that require collaboration, problem-solving, and influence without authority. These assignments reveal leadership capacity in realistic organisational contexts.
Regular Calibration Sessions Conduct quarterly leadership assessment sessions where senior leaders discuss observations, share insights, and calibrate identification criteria. This ensures consistency and reduces individual bias in the identification process.
The Identification Pitfalls
The Charisma Trap Charismatic leadership employs charisma to motivate and inspire followers through eloquent communication, but due to charismatic leaders' overwhelming disposition, they can see themselves as bigger than the team and lose track of important tasks.
The Performance Bias High individual performance doesn't automatically translate to leadership capability. The best salespeople or technical experts may lack the interpersonal skills necessary for effective leadership.
The Similarity Bias Leaders often identify potential in individuals who mirror their own styles and backgrounds. This creates homogeneous leadership teams that lack diverse perspectives and approaches.
The Authority Confusion Many instances show people occupying 'leadership positions' but aren't real leaders, as true leaders are ones driving results and encouraging teams to achieve goals.
The Digital Assessment Arsenal
AI-Powered Analytics Modern platforms analyse communication patterns, decision-making tendencies, and collaboration effectiveness through digital footprints. These tools provide objective data to supplement human observation.
Predictive Assessment Platforms The Leadership Predictor Profile evaluates candidates across dimensions like cognitive ability, competencies, and personality traits, helping HR professionals assess leadership potential for promotions or new hires.
Continuous Feedback Systems Real-time feedback platforms capture leadership moments as they occur, building comprehensive profiles of leadership behaviour over time rather than relying on periodic assessments.
Virtual Reality Training Simulations Emerging VR technologies create realistic leadership scenarios for assessment and development, allowing safe experimentation with leadership approaches in high-stakes situations.
Strategic Continuity
Multi-Level Pipeline Development Identify potential leaders at various organisational levels to ensure smooth transitions during planned and unexpected departures. Leadership assessments help employees understand their competencies and strong sides whilst creating a ripple effect across the entire company.
Critical Role Mapping Map essential leadership roles against identified high-potential individuals, considering both current capabilities and development trajectories. This creates clear pathways for succession whilst highlighting gaps requiring external recruitment.
Cross-Training Initiatives Expose identified leaders to different organisational functions and challenges, broadening their understanding and readiness for senior roles.
The Evolution Ahead
Remote Leadership Capabilities As working habits have changed accelerated by the COVID-19 pandemic and teams have become more decentralised, leadership styles are more complicated, with remote working making spontaneous, open communication particularly challenging.
Inclusive Leadership Focus Future identification processes will emphasise leaders who can navigate diversity, equity, and inclusion challenges whilst building psychologically safe environments for all team members.
Sustainability and Purpose-Driven Leadership Organisations increasingly seek leaders who can balance profit with purpose, demonstrating environmental and social responsibility alongside business acumen.
Agile Leadership Mindsets The most effective leaders develop 'leadership agility'—the ability to recognise when their natural style may not be the best fit for a particular situation and consciously shift their approach.
Leadership identification represents one of the most critical investments an organisation can make in its future success. By understanding that leadership styles determine how leaders develop strategy, implement plans, and respond to changes whilst managing stakeholder expectations and team wellbeing, executives can build robust systems for recognising and nurturing authentic leadership potential.
The evidence overwhelmingly suggests that leadership can be identified through systematic observation of behaviours, comprehensive assessment methodologies, and careful attention to emotional intelligence and cultural fit. However, success requires moving beyond traditional assumptions about leadership to embrace a more nuanced understanding of influence, inspiration, and impact.
Key Implementation Steps:
As organisations face increasing complexity and rapid change, the ability to identify and develop authentic leaders becomes not just a competitive advantage, but a fundamental requirement for sustainable success. The leaders you identify today will shape your organisation's tomorrow—ensure your identification processes are worthy of that responsibility.
Natural leadership qualities manifest through consistent behaviours: individuals who take initiative during challenges, naturally coach and support colleagues, communicate effectively across different audiences, and inspire others through their actions rather than their position. True leaders are ones driving results, intentionally learning more, challenging themselves and others, and encouraging teams to achieve goals.
Leadership potential refers to innate qualities and capabilities that suggest future leadership success, whilst leadership readiness indicates current preparedness to assume leadership responsibilities. Potential may exist without readiness, requiring development and experience to bridge the gap.
Formal leadership-style evaluation is useful in highlighting where you excel and identifying blind spots, but many experts contend this isn't the only or best way to identify leadership style. Comprehensive assessment requires combining testing with behavioural observation, 360-degree feedback, and practical leadership opportunities.
Cultural fit is crucial as different situations, culture, and environments need different personalities to deal with them in the most effective and efficient way. However, balance cultural alignment with diversity of thought and approach to avoid homogeneous leadership teams.
Personality assessments provide valuable insights into behavioural tendencies and communication styles, but should complement rather than replace other identification methods. While tools like DISC provide surface-level understanding, comprehensive leadership identification requires deeper evaluation of capabilities and potential.
Remote leadership identification requires observing virtual collaboration patterns, communication effectiveness across digital platforms, ability to influence without physical presence, and capacity to maintain team engagement and motivation in distributed settings. Focus on outcomes, proactive communication, and digital emotional intelligence.
Effective identification balances both current performance and future potential. High-potential leaders display high interest in company goals and engage in future plans and strategy, proposing strategies for improving workplace, growing business, or streamlining processes. Look for individuals who excel in current roles whilst demonstrating scalable leadership behaviours.