Your executives are probably getting briefed on the measurable traits of high-performing leaders before they going into the talent meetings where they're choosing which individuals in which to invest their development dollars. This is where they discuss, calibrate and agree on the assessed performance and potential of key players in the business. Wouldn't it be interesting to understand their criteria and use it as a way to guide your own leadership development planning?

The premise is that building your development plan to focus on the leadership attributes that have been shown by research to predict who will perform well at higher levels is probably a good bet. It also makes sense to find out what your company uses as its specific criteria to assess talent to guide you as you prioritize your development activities.

Companies use different frameworks to organize their thinking around spotting high potential future leaders. A popular one is the Seven Signposts, by KornFerry, based...

Your executives are probably getting briefed on the measurable traits of high-performing leaders before they're going into talent meetings where they're choosing which individuals to invest their development dollars in.

Wouldn't it be interesting to have these as a way to guide your leadership development plan for yourself?

I'm going to walk you through them. I help women who want to build careers that they love by driving their own development to do that.

So the premise is building your own development plan and focusing on the leadership attributes that have been shown by research to predict high-performing leaders is probably a good way to go.

I have a development planning template that's focused on these, which you can get at fullpotentialrealized.com/leader

These are the Seven Signposts. KornFerry has a framework which is based on 30 years of research. And seven is a lot so I'm not going to say that all leadership teams use all of them, but...