Good leaders are hard to find – and even harder to keep. So, what’s the most effective strategy for identifying and retaining top leadership talent? Too often, leadership roles are filled by simply promoting the next person in line, rather than by carefully considering who is truly best suited for the role. This approach rarely leads to strong outcomes.

Finding and keeping effective leaders requires a two-part strategy: selecting the right people and developing leadership bench strength.

SELECTING THE RIGHT LEADERS

1. Start by defining what makes a good leader.

Notice I didn’t say “define leadership.” That’s intentional. A glance at the sheer volume of books and articles about leadership reveals a daunting array of perspectives, making it nearly impossible to settle on a single definition. Instead, I suggest defining a good leader within the context of a particular job. What does this leader need to accomplish? What results are expected? It’s far easier to build consensus around concrete tasks and outcomes than to agree on an abstract concept of leadership. This approach also has the advantage of focusing on the most immediate objective – the specific job – rather than a distant, idealized target.

2. Identify the skills critical for success.

Defining a good leader within the context of the job makes it easier to determine the skills needed to succeed in the role. This context helps clarify which skills are necessary and how often they’re used. Key leadership skills often include communication, coaching, team building, problem solving, monitoring, empathy, and consistency. Understanding how these skills are applied in the role allows you to identify which ones are most relevant and essential for success.

3. Assess candidates based on key job skills.

Once the skills have been determined, the process of selecting the best candidates begins. There are a variety of assessment approaches, with varying degrees of effectiveness. These can include personality indexes, 360° surveys, cognitive ability tests, performance reviews, and job simulations. For the greatest fairness and accuracy, look for skills-based assessments that minimize bias and provide an objective measure of job-relevant tasks and behaviors. Job simulations and work samples deliver the highest degree of fairness and accuracy because they provide a direct measure of performance. These tools are easy to implement and provide valuable insights for hiring and promotion while also supporting leadership development.

DEVELOPING BENCHSTRENGTH

A skills-based mindset should extend beyond selection into leadership development. This approach focuses on cultivating practical, measurable abilities that have a direct impact on productivity and performance. Many employees aspire to move into leadership roles, so it’s essential to accurately identify those with the greatest potential and then provide a clear plan for their success. A skills-based approach helps organizations do just that by focusing on competencies – such as coaching, problem-solving, and  communications – that can be practiced, refined, and evaluated over time.

Again, instead of relying on vague traits or subjective opinions, tools like skills-based job simulations provide clear insights into each candidate’s leadership strengths and areas for growth. This transparency enables employees to better understand their capabilities, target their development efforts, and take ownership of their progress. Ultimately, this leads to more capable, confident leaders who are prepared to succeed in today’s dynamic work environments.

Click here to discover 5 key advantages of using simulations in developing top leadership talent.

GETTING STARTED

If you’re looking to strengthen your organization’s leadership pipeline, a skills-based approach offers both precision and impact. It ensures that leadership selection and development are grounded in real-world job demands, not abstract ideals. Most importantly, it helps organizations identify and grow the kind of leaders who will drive results, engage teams, and thrive amid change.

Start building a strong leadership pipeline today! Contact us here for a free consultation or call 888.332.0648.