1. Understand the leader’s perspective and strengths. 2. Work with them to map out potential paths that leverage those strengths to help deliver on key business objectives. 3. Identify projects that tap into their unique abilities.

To identify and nurture future leaders within your executive team, use Patrick Lencioni’s 6 Types of Working Genius framework (Wonder, Invention, Discernment, Galvanizing, Enablement, Tenacity) to uncover each leader’s strengths and align their roles accordingly. Create a working genius map to visualize team strengths and gaps, ensuring tasks and projects align with individuals' natural abilities across ideation, activation, and execution phases. Encourage collaboration by pairing complementary genius types and provide growth opportunities that leverage their innate talents. This approach fosters engagement, prevents burnout, and cultivates effective leadership

Look beyond performance—seek curiosity & adaptability. Top leaders aren’t just skilled, they ask better questions & thrive in ambiguity. Watch for executives who step up in undefined situations or consistently improve processes without being asked. Instead of traditional mentorship, try reverse mentoring. Pair rising leaders with experienced ones to share fresh perspectives. It builds humility in seasoned execs & confidence in emerging ones. Give stretch assignments with real stakes. eg: Task a potential leader with solving a X-functional conflict / leading a high-visib initiative. Leadership isn’t taught—it’s tested. The ones who embrace these challenges will rise naturally. Recognize their efforts publicly to reinforce their growth.

Identifying and nurturing future leaders within an executive team requires strategic efforts to unlock their full potential. Implementing a mentorship program can be highly effective by pairing experienced leaders with emerging talent to share insights and foster growth. Offering continuous learning opportunities through workshops, courses, and seminars ensures the development of critical leadership skills. Additionally, encouraging cross-functional projects allows team members to gain diverse experiences and broaden their strategic perspectives.

A leader once told me, 'Greatness is not taught; it's recognized and cultivated.' That stuck with me. The best leaders are already showing signs—they just need a nudge in the right direction. Spot the spark: Look for those who take initiative, inspire others, and thrive in ambiguity. Potential is often found in action, not titles. Create tailored growth paths: Assign challenging projects that align with their strengths while stretching their limits. Foster a feedback culture: Honest, consistent feedback shapes raw talent into refined leadership. Lead by example: Show them what visionary leadership looks like—they'll follow and evolve.

I prioritise identifying future leaders by observing their problem-solving abilities, adaptability, and communication skills. We nurture their potential through mentorship, challenging projects, and cross-functional opportunities. Regular feedback, continuous learning, and celebrating achievements are integral to building their confidence and refining their leadership qualities.