Unlocking Leadership Potential: How to Spot and Develop Future Leaders | ft. Eric Albert

In this episode of the Vanderbloemen Leadership Podcast, Jared sits down with Vanderbloemen Senior Executive Search Consultant, Eric Albert, to discuss how to recognize and cultivate emerging leaders within your team. Leadership development isn't just about filling roles—it's about equipping the right people with the tools to grow and thrive.

They delve into:

• Key traits that indicate leadership potential and how to spot them early. 
• Practical steps for mentoring and developing future leaders within your organization. 
• The importance of delegation and hands-on coaching in leadership growth. 
• How investing in leadership development strengthens your team for long-term success. 

Whether you're leading a church, nonprofit, or corporate team, this episode provides actionable strategies to build, run, and keep a great team.

Transcript

SPEAKER_01 0:00

Hey everyone, welcome to the Vanderblumen Leadership Podcast where we help you build, run, and keep great teams. Thanks for being here. Let's dive in. Hey, well, welcome in. Let me tell you guys, we have one of the funniest people, not just here at Vanderblumen, but I believe in the great state of Texas and even maybe on the earth, none other than senior executive search consultant. Is that right? That's correct. Eric Albert. Eric, it is wonderful to have you in today. Yeah, thanks for having me. Yeah. The when we were discussing topics, the thing that we decided to land on was potential and noticing potential in young leaders. Eric, I know, is a Michael Jordan fan, not a fan of the greatest player of all time, LeBron James. And so when I think of potential, I think of a 6'8 coming out of high school straight into the league and dominating ever since.

SPEAKER_00 1:00

Eric, I don't know what your definition may be, but well, I mean, you really, in an NBA perspective, you look at a lot of six eight, six nine athletes that came out that they were going to dominate the NBA because they had lots of potential. That's right. And they never panned out for whatever reason. They didn't they didn't work hard, they didn't have good work ethic, they weren't put in the right situation, they didn't have the right coach, the right organization, uh, whatever it is, they had great potential, just never panned out for them.

SPEAKER_01 1:29

Yeah. Well what are some of the things when you think of noticing someone that has leadership potential? Um, and even we talked about the the thought of hiring someone w uh based off of their potential. What are some of the characteristics that you're maybe looking out for um when trying to notice someone with that type of potential?

SPEAKER_00 1:55

Yeah, I I think that sometimes what we naturally look for is we look for somebody that is the the loudest, that talks the most, that is doing kind of attention drawing kind of things. And and and those are the people that get noticed the most. Uh, but probably potential, we're looking for somebody that that's quietly working, that's making sure that details get taken care of, but also at the same time that they're caring for those that are around them. And and that's not their is not in their job description, it's not part of their responsibilities, but they're checking in with their peers, their teammates, and they're making sure that everybody is is doing well with the load that they're pulling to be able to just make sure that everybody gets to where we're going and not just them.

SPEAKER_01 2:42

Yeah. I think that's wonderful. And one of the things that I find so interesting about potential is that while some people have lots of it, other people have kind of maxed theirs out. Can you talk about the difference maybe between noticing whether it be a candidate or you know, just a leader in general of a team of hey, this this person, you know, they're gonna make mistakes, but their ceiling is really high, versus this person may be a little bit more polished, but they're the they've pretty much maxed out where they're gonna get to.

SPEAKER_00 3:20

Yeah, a lot of times, even in the line of work that we have of of being able to see a candidate and say, I think that they can take that next step. They haven't yet, but I think they could, and this is why. Uh it's because um part of it is people that are pouring into them. Um if they don't have anyone pouring into them, uh, and they're doing it all on their own, it is gonna be pretty tough. Yeah. Um, but for them to be able to say, I'm listening to this podcast, I'm reading this author, I'm watching this person's sermons, uh I'm being influenced by these thought leaders, uh, helps me to know that that they are being poured into and they're not a well that's gonna run dry. Uh um, potential wise, you know, you look at people that have been asked to do more than what their job description says, um, and they're able to handle that. They continue to get maybe promoted as the wrong word, but but they're given more responsibility, um, and and they're able to handle that. Maybe they were originally hired as an intern, and then next thing you know, they're second in command. And it and it's because the potential that they have that it just continues to grow and and which along with that becomes responsibilities uh and authority. Yeah.

SPEAKER_01 4:35

That's wonderful. Is there maybe a story that you have of a candidate where you were like, oh, I think this person, they could, I think they could get to that level and they went ahead and did it. Is there maybe a story, or maybe not even a candidate, maybe just a leader in general, where you were like, I think this person, if we maybe add a little bit more to their plate, they give them a little bit more authority, responsibility, that they can take it to the next level, and that they went ahead and they went and took that next step.

SPEAKER_00 5:01

Yeah, uh a lot of times churches will say to us, hey, we are looking for somebody that has been a senior pastor, you know, that that is a same size or larger church than us. Uh schools will say the same thing. We're looking for a head of school that is at a at a school the same size as us is or larger. Um but a lot of times what I'll see is that they will hire the senior associate pastor, they will hire the uh assistant head of school, somebody that they say, oh, they're really doing the job. They just don't have the title. Uh um and they're looking for that place to be able to spread their wings and have a bigger circle of influence. And and uh and so they give them that opportunity to be able to thrive. Um, and that's that's been great to be able to see. Uh without naming names, I have a church uh it was out in the Maryland area out in uh and uh they were looking for the next senior pastor that was going to follow a senior pastor of 40 plus years. Wow, and he had been the pastor to the community, um, and they needed somebody that was going to be able to come and lead them into the next season to be the Joshua after the Moses. And probably the person that if I'm betting on searches, I'm losing money. Uh, because the guy that that uh I remember even saying, this guy has a lot of potential, he just hasn't done it yet. And that was the person that they ended up going with, and they're doing great. That's wonderful.

SPEAKER_01 6:31

I love to hear that. I think it's super interesting um that at times, you know, we talk about, we even joked a little bit at the start of like when we see a basketball player that coming out of high school, six foot nine, has all the intangibles, right? As super athletic, and then they're what most would call a bust. Like they just they fell on their face, they failed, they didn't make it that potential that we thought that they have, or maybe they even still do have, they just never were able to, in reality, bring themselves to that type of level. Is there any common characteristics you've seen in leaders who maybe have a lot of potential, but always leave you wondering, kind of like, what if, you know, like they could have that type of thing?

SPEAKER_00 7:15

Yeah, I would say that there are natural-born leaders, uh, that people that their personality, that people just follow them. Yeah. Um, and then there's those that aren't born with that, but they have to develop that later. And they have to learn how to work with other people and how to get people to um to not just listen to them but hear them, yeah, um, and then follow them. Uh and and you see those people that have that are natural-born leaders and they just never develop. Um, and it's because um they I'd say they got lazy, you know, they they got complacent, uh, they were comfortable, um, and and they stopped learning, uh, they stopped advancing, they they stopped developing. And and so they had all the potential in the world and just plateaued. Um, and then you see people that they have to go and they have to work hard for it uh to to learn it's a it's a daily struggle for them. It goes against their personality. Yep. Maybe they're a super introvert, you know, kind of thing, and and they have to be an extrovert and they just have to learn how to do that. Um in people that are that are busting it, you know, I mean, that are working super hard, you have to have just great respect for them because it did not come naturally for them. Uh they had to go learn how to do something that that just didn't come naturally for them.

SPEAKER_01 8:41

Yeah. I think uh I heard a quote one time that potential means work. Yeah. It's just you know, if you if you got potential, that's great. Yeah, but it's at the end of the day, it's a what if. Like what if you raise your level to this? What if you improve like that? Uh but at the end of the day, it does take work for you to take the next step as a leader. Yeah, I think that's awesome. One of the um things that we have talked about a little bit, but is with Michael Jordan you saw, and even LeBron too, but you see that work ethic in both of them, in both of them, and and the how they were able to take what was potential and turn it into the reality of who they are as a leader and as a person, even um how have you noticed maybe some people that were able to to work and to turn that potential into the reality of who they were? How have you ha was it is it mentorship? Is it maybe, you know, you talked about people pouring into them? Is it is it a work ethic? Is it having those beside them to to partner with them in growing? What if there was one that uh one characteristic, maybe one trait that you would say is pretty common in those who actually go and do the thing, what what would you say would that be?

SPEAKER_00 10:10

Um I think that that for all the potential that you have, that at some point someone needs to take a risk on you. Yeah, and someone needs to be able to give you the opportunity. And then I would, if you reverse it, that as as leaders get older, they have to remember remember that somebody took a chance on them. Yeah. At some point they had not done whatever that they are doing now, and somebody had to take a chance on them. I can look back in my career and I can see at different stops that people took a gamble, you know, and they said, I think that you can do this, you just haven't done it yet. Yeah, and and that they didn't just throw me to the wolves, but that they they coached me up, they they allowed me to make mistakes, but then they also allowed me to lead. Yeah. And um and even if you have natural-born leadership ability, it's just potential that has to be shaped and formed. Um, I think there there just has to be that point where somebody takes a chance on you. Um and into I would say more mature, experienced leaders, I would say just never forget that somebody took a chance on you at some point. I love that. Uh um and but also didn't just leave you to swim by yourself, but to swim together, uh, and I think you can get there.

SPEAKER_01 11:26

That's awesome. You talked a little bit about it, but like there is a risk involved. How do people who are leading teams, whether it be church, nonprofit, or even in business, um how do they value that tension of like the risk tolerance almost of this person has a lot of potential, but boy, they are a big risk versus maybe a little bit safer option. But this person, we think as this person will be able to get the job done, just maybe not to the level that this person could. How do they balance that that tension?

SPEAKER_00 11:59

Yeah, there's that high risk, high reward kind of uh return, and you think um uh there are times where people are going to say, I have to play it safe here, uh um because of whatever the the role is going to be. But then there's times where people will say, I look on their resume and and I can see this and this, but not this and this. But when I met them in person, yeah, like they won me over, you know, and and uh and so there is there is uh some intangibles that I don't think are measurable. Uh you can't put it on LinkedIn. Um it is just one of those things that when you meet with somebody and you connect with somebody, you say, I could see us working really well together. Uh um and and it allows people to move into a role that probably even they never thought that they would be able to do.

SPEAKER_01 12:49

Yeah. That's awesome. What's one of the maybe let's talk about team people who are leading teams, seeing maybe a person that has potential and maybe even over evaluating. Can you speak to maybe the dangers of maybe overestimating the potential that a leader may have? And if you have any fun stories or anything like that, too.

SPEAKER_00 13:10

Yeah, I I would always say, hey, set the bar real high for everybody on your team, set the bar real high. And um, and and you'll see those that rise up to that. Um in and it helps you to be able to see what those expectations are and how to set them. Uh it helps you to know if you have everybody on the right seat on the bus or if people are even just on the right bus. And it just helps you uh just to be able to hold everybody accountable. Um, and then there's gonna be some people that you're gonna lean on more just because they've proven themselves to you, and and they will become uh a little bit closer, I I guess, in in helping you carry out your mission, whether that's in a nonprofit or whether that's in a school or any type of organization. There's just gonna be people that that you're going to say, this is gonna be my go-to person. Yep. Uh um, that if I need something done, that I know that they're going to get it done.

SPEAKER_01 14:07

Yeah.

SPEAKER_00 14:08

That's awesome.

SPEAKER_01 14:08

And now let's talk maybe as we kind of get closer to a close here of developing the potential that we see in these leaders. Because it, as you said, it takes people to come alongside someone with potential for them to actually get there. What are some maybe tips or best practices that you've seen in the many organizations that you've worked with of this person had potential and you saw how they were able to come alongside them and help develop them into the leader that they became?

SPEAKER_00 14:42

Uh yeah, I think part of it starts with trust. Uh, just be able to trust people with responsibilities, with tasks, things like that. Uh, I'll tell you the story that we had hired um like 60 interns at the church that I was at. Okay. Um, and sometimes you know right away that person's not going to make it. Yeah. And then there's times that you're like, that person's a superstar. Um, and rarely ever do the superstars know that they're superstars. Um, and so we're about, we're maybe halfway into the summer. Okay. Okay. And um uh I'm about to walk out on stage to do some some announcements, and my intern is standing in the back with me. And I turned to her and I said, Carrie Ann, would you like to work here next year? And she said, I would love to. I was like, is that a yes? She goes, Is that an offer? And I said, Yeah, uh, because we think you're a superstar. Hang on. I took the mic and walked out and did the announcements. And it was, but I knew from day one that she was a superstar. Yeah. And I think the thing that I that I saw in her was that she was a hard worker, uh, that that she was willing to do whatever it took to get the job done. She wasn't a complainer. Uh, she did things with a joyful spirit, um, but then she connected with everybody on our team as well. And and she was just a summer intern. Um, but she she was super sweet, but she also was just learning. She was just soaking everything up that she could. Um, and so really, what, a couple weeks in, we knew that that she was a winner. Um and she's still there, still killing it, knocking it out of the park.

SPEAKER_01 16:17

That's amazing. I love stories like that so much. Let's maybe give our listeners just a lasting uh tip, a last uh um a last minute kind of thing that they can do today to help their teams notice those within that with people within their team that have potential, and then say, hey, let's buckle up and get them to the level they need to be at for us to be operating at our peak efficiency and such.

SPEAKER_00 16:43

Yeah. Um I would say that just give them a chance. Give them a chance. Uh um that that will it always work out? It won't. Um, but that's just how potential works. Uh sometimes it's a home run, sometimes it's a bust, sometimes it's just okay. Um, but you'll never know unless you give them a chance. So uh especially for those of you that are looking at your teams, I would say as you look at your team, look at those people that you think, could they take that next step? Uh and and start to give them that opportunity. Give them give them a little bit of line to be able to see what they can do with it. Uh um, and and I think that we'll we'll be surprised, uh hopefully pleasantly surprised, yeah. Uh, and and just be able to duplicate um yourself that they can take your mission farther than you could by yourself.

SPEAKER_01 17:36

I love that. Well, here's what I know that there are lots of people on your teams with potential, but it's the duty of the leader to take the risk on them and to help develop them into what they could become. Thanks again for joining us on the Vanderblumen Leadership Podcast. I hope you enjoyed today's episode. If you're looking for more leadership resources, you can find us at Vanderblumen.com and on socials at Vanderblumen. We'll see you again next week where we continue discussing how to build, run, and keep great teams.