Assessing both leadership capability and potential helps organisations understand the skills gaps that need to be bridged to develop individual contributors into leaders. For more content like this, check out Acorn Labs: http://acornlabs.education/

1. Leadership
Capability
Model
The 5 Core Capabilities You
Need To Be Impactful

2. Why is leadership important?
Poor or lacking leadership tangibly impacts turnover by 32%,
revenue margins by 7% per annum and market value up to 25%.
On the culture side, it means vision isn’t effectively turned into
direction for employees.

3. Capability vs potential
The good news is you can find and develop leaders based on
two fronts: capability and potential.
Leadership capability refers to the knowledge and skills a
person can learn to do, while leadership potential covers those
innate qualities that reflect who a person is.

4. Why both?
Assessing both capability and potential helps organisations
understand the skills gaps that need to be bridged to develop
individual contributors into leaders.
It’s crucial to look at both because one gives an indication of
past and current performance and skillsets, while the other
shows the personal factors that enable someone to grow.

6. 5 High-Level
Capabilities

7. Why high-level?
Lean, concise leadership frameworks – with say, 5 high-level
capabilities – are scalable to different levels of management
while retaining a core set expected of leadership. By and large,
most great leaders embody the same capabilities.

8. Strategic Thinking
Clarity of vision, future direction and strategic intelligence
are commonly sought-after capabilities in leaders, who
should be constantly looking ahead while enabling their
teams to create value now.

9. Thought Leadership
Thought leaders can drive conversation, influence others,
lead change and shape perceptions where others can’t.
They’re also important for conveying best practices and
mission-critical knowledge.

10. Execution
Leaders ensure engagement with company outcomes
through results-based high performance. They’re the ones
who know what decisions are going to positively impact the
bottom line. By aligning jobs and strategy, they are better
able to address specific elements of a roadmap.

11. Develop People & Culture
It’s an inherent leadership quality to be able to empathise
with, influence and manage the needs of multiple people
outside of oneself – making people leadership the most
behavioural capability of all.

12. Competitive Advantage
Building capability and talent fit in here. Above all else,
capability drives business and people drive capability. A lack
of talent can force the wrong people into critical roles at any
time, let alone precisely the wrong time.

13. Assess Capability
& Potential

14. How can you do it?
Without a reliable gauge of leadership potential, much of your
organisation’s long-term success is left to chance.
A leadership capability framework is the most helpful tool for
assessment here. But how does one effectively assess both
leadership capability and potential?

15. Define Your Pathway
Succession planning should be part of all organisations.
Considering things like lateral career moves, the trajectory for
leadership doesn’t always need to be straight up the totem
pole. There just needs to be structures in place for employees
to progress and for HR to track candidates’ potential.

18. Choose Your Methodologies
In other words, how are you assessing potential? There are a
few methods to use (and pros and cons to all of them).
Consider 360 feedback, self-assessments, training programs,
performance reviews, stretch assignments and even
personality tests.

19. You can learn more about this
topic by checking out the full
article:
https://acornlms.com/enterprise-learning-
management/leadership-capability-model