How do you identify leadership in young candidates?
Young candidates generally don’t have enough personal history to have a proven track record—nor have they been given enough responsibility to really prove themselves. I want to build an organization that sources leadership internally, which means identifying talent when they are unproven and developing them through their career. Most of these candidates are still in their undergraduate career (<24), and I want to be able to turn around and have them leading others immediately.View Question on Quora
While the tenets of building a leadership culture have existed longer than my entire professional career, and can be assumed apriori an intrinsic part of our business, it does not address the problem of identifying candidates who are leadership material. Talent development can be expensive, and hiring a dud into a small team can be a death sentence for a young organization—something obviously to be avoided at all costs.
Are there any clues to get around this chicken and egg type problem? How do you identify leadership material?