With nearly five decades of wide-ranging professional experience – as an Army Special Forces commander, rescue diving instructor, senior Pentagon strategist, entrepreneur, researcher in the field of organizational theory, and adjunct professor in Keuka College’s international Business Management programs – Dr. Edward Dillenschneider knows a thing or two about leadership.
We sat down with Dr. Dillenschneider for an in-depth discussion on how to recognize and cultivate leadership potential in the war room, boardroom, classroom, and beyond.
You might spot these signs of a future leader in a supervisee, a student, or even yourself. When you do, you’ll have a clearer sense of how to kindle those initial sparks into big opportunities.
1. Taking on New Challenges
“One of the first things I look for is a willingness to assume more responsibility,” Dr. Dillenschneider says. “Does this person volunteer to lead specific efforts? Do colleagues turn to them for their technical expertise, or for their help in solving a problem?”
If you’ve got someone like that on your team, “give them the chance to spearhead a project. Or, when you have two meetings scheduled at the same time, ask them to represent you at one of them.”
2. Recognizing What Really Matters
“A future leader has a good sense of what is important to the organization,” says Dr. Dillenschneider. “When new information comes in, they can distinguish between something that needs attention and something that doesn’t.”
To nurture this vital leadership quality, “work with that person to identify areas of expertise that would benefit the organization, then give them opportunities to develop those skills through courses or training.”
3. Staying Steady Under Pressure
“You can learn a lot about someone’s leadership potential by watching how they handle bad news,” Dr. Dillenschneider says. “They understand that sitting on a problem rarely makes it better, and they respond swiftly – while staying calm and helping others stay calm.”
One way to help aspiring leaders develop this type of judgement is to “ask them how they would approach a critical decision or challenge you’re facing. Then, offer constructive feedback and see how they respond.”
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