As a Leader, how do you indentify pontential in a subordinate?

CW4 Private RallyPoint Member — Mon, 20 Jul 2015 21:21:55 -0400

As Leaders, it is vital that we know our subordinates and more importantly, we have to be able to effectively identify potential for increased responsibility and advancement.

Response by SSgt Alex Robinson made Jul 20 at 2015 9:25 PM

SSgt Alex Robinson — Mon, 20 Jul 2015 21:25:50 -0400

I look for those who seek responsibility and show initiative. The cream always rises and I seek it all the time.

Response by COL Charles Williams made Jul 20 at 2015 11:05 PM

COL Charles Williams — Mon, 20 Jul 2015 23:05:04 -0400

CW4 Private RallyPoint Member First, as a leader, I don't use the word subordinate... that is more of managers than a leader. It is demeaning as far as I am concerned. That said... Potential is mainly due to (1) ability (mental and physical), (2) effort (well above average, even when no one is looking), (3) initiative (executing the plan - Commander's Intent - vision, when no is looking - taking appropriate action in the absence of clear guidance and direction), and (4) heart... (doing the right thing, for the right reasons, and placing others and organization above self).

Response by COL Mikel J. Burroughs made Jul 20 at 2015 11:35 PM

COL Mikel J. Burroughs — Mon, 20 Jul 2015 23:35:36 -0400

CW4 Private RallyPoint Member I would add number (5) to COL Charles Williams list for effectively identifying potential for increased responsibility and advancement - that is "Eagle Instinct and Attitude"! It’s my own little trait and tangible thing I look for in individuals - that "inner attitude" and energy level that screams, "there is nothing at can't accomplish". Eagles soar above the rest and have unstoppable passion for achieving! Just a little something I've coined over the years. Not a new concept, just a little ”Mikeism". You can bring out the "Eagle" in great individuals!

Response by MAJ Jim Steven made Jul 20 at 2015 11:39 PM

MAJ Jim Steven — Mon, 20 Jul 2015 23:39:27 -0400

My vote is attitude.
Some people want to be the linchpin that holds it all together, the go to guy or gal. Others just want to do their job and go home, nothing wrong with that...
Kinda like a LTC who is wanting a BN CMD versus a guy doing his job, but also really thinking about finding a place to retire - again nothing wrong, just stages of life. But...differing attitudes, as well.

Response by 1SG Private RallyPoint Member made Jul 21 at 2015 12:36 AM

1SG Private RallyPoint Member — Tue, 21 Jul 2015 00:36:50 -0400

Ggreat comments so far. I would say initiative is a great sign of potential. Those that seek opportunity tend to stand out in the crowd. Those with intestinal fortitude, the ability to push on when some would call it quits (strength of will). A person who shows or has passion for what they do.

Response by SGM Private RallyPoint Member made Jul 21 at 2015 7:06 AM

SGM Private RallyPoint Member — Tue, 21 Jul 2015 07:06:48 -0400

VW3 Hayes--great question. I wish more senior people spent more time looking for potential. And by that I mean giving people more room to learn, to grow--and to make mistakes. l am a fan that promotions are not for what you have done, but for what you are expected to do. We tend to think of a promotion as a reward for past work, not future potential. Turn that around and everyone you see wearing a rank is supposed to be living up to their potential; learning during their time in grade so that new potential arises. That does not happen if we don't trust people to do their jobs, nor encourage them to find innovative ways to make things better.

Response by SSG (ret) William Martin made Jul 21 at 2015 8:48 AM

SSG (ret) William Martin — Tue, 21 Jul 2015 08:48:19 -0400

How I identify subordinates with potential is when they take initiative to carry out tasks which are already expected of them.

Response by Sgt Dan Catlin made May 12 at 2019 1:58 PM

Sgt Dan Catlin — Sun, 12 May 2019 13:58:19 -0400

Don't micromanage. Sometimes you have to give detailed instructions, and how well they follow those is one mark of a good leader. But at other times you can just tell them what you want done and let them do it as they want. If they know you trust them and they can take ownership of a job they will often surprise you in how well and how quickly they get it done. I personally think a well functioning unit or shop is one where those in charge are for the most part just facilitators, making sure their personnel have what they need to get the job done. In those situations the cream will rise to the top.

The only other caveat, and one too often forgotten, is if a man is licking your butt, he ain't doin' it 'cause he likes the taste of crap! "Bottom feeders" should be left on the bottom!