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It can be hard to tell top talent from potential leaders, because people often think the two are one in the same—and that’s not always the case. Leadership is more than production. It extends beyond a corner office, to building meaningful relationships and inspiring others.So how can managers distinguish a top producer from a promising leader? By asking these six questions:1. Are they good listeners?As the saying goes, you have two ears and one mouth so you can <a href="https://successcom.wpenginepowered.com/article/john-c-maxwell-a-1-week-leadership-listening-challenge" target="_blank" title="John C. Maxwell: A 1-Week Leadership Listening Challenge | SUCCESS.com">listen more than you speak</a>. It’s true of great leaders—they listen, digest information and deliver effective feedback and results. Take note of how they interact in meetings. Do they speak just to speak, or are they listening, engaged and responding in a clear, concise and helpful way? The loudest person in the room isn’t necessarily the best to take charge.2. Are they open to criticism? Someone who has the potential to lead wants to be better. They want to hear what their weaknesses are so that they can improve. They are committed to building their careers and want feedback on how they handled a phone call, how they presented something, how they ran a meeting—anything big or small. They <a href="https://successcom.wpenginepowered.com/blog/feedback-take-it-or-leave-it-but-dont-defend-yourself-against-it" target="_blank" title="Feedback: Take It or Leave It, but Don’t Defend Yourself Against It | SUCCESS.com">respond well to criticism</a> by putting a plan in place on how they will improve the next time around.3. Are they culture champions? Are they invested in the culture and are they championing it to other employees? Do they take initiative to help new hires get acclimated and involved?Company founders want employees to adopt original practices and culture. People who are fully vested in the company mission make for great leaders for years to come.4. Are they curious? Do they ask for more resources, or more opportunities to learn? Do they bring ideas for how they can grow and continue building their skills? Do they want to learn something outside of their day-to-day routine?<a href="https://successcom.wpenginepowered.com/article/bored-6-ideas-to-embrace-your-curious-side" target="_blank" title="Bored? 6 Ideas to Embrace Your Curious Side | SUCCESS.com">Curious people</a> want to learn and grow far past what their typical day asks for. They bring back what they learned and teach their colleagues. They also want to understand all aspects of the business, so they ask to shadow different groups, grab coffee with managers of other units or sit in their meetings.5. Are they likable? Employees join companies but quit managers, which is why it’s crucial for others to like being around them and want to work with them.This isn’t a popularity contest of whether or not they have a lot of friends to gossip with. This means that people want to be on the same team as them. They want to pick their brain or get their thoughts on a project they’re working on. It means people want to work with them because they are easy to get along with, and are collaborative, smart, hardworking and willing to help.6. Are they innovative? Are they looking at the processes and trying to find ways to streamline them? Are they listing the areas of weakness and suggesting strategies to strengthen them?Leaders are always looking at a situation and seeing how it can be adjusted for the better. Those who say, “This is how it’s always done,” don’t become leaders. Those who step back and think about how they can make the company better and stronger do.<a href="https://successcom.wpenginepowered.com/blog/10-ways-to-be-a-leader-even-when-you-arent-in-charge" target="_blank" title="10 Ways to Be a Leader—Even When You Aren’t in Charge | SUCCESS.com">Find out 10 ways to be a leader—even when you aren’t in charge.</a>

[node:summary] - Do you have what it takes to lead?

It can be hard to tell top talent from potential leaders, because people often think the two are one in the same—and that’s not always the case. | SUCCESS

6 Qualities of a Leader in the Making

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6 Qualities of a Leader in the Making | SUCCESS

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Sirmara Campbell Twohill is the chief human resources officer at LaSalle Network and has more than 15 years of experience in the staffing and recruiting industry. Sirmara has a B.A. from Columbia College Chicago.

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Sirmara Campbell Twohill

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You probably know the A players in your office, but what about the B players?A players are usually obvious in a company. They are the employees who continuously excel and climb to the top ranks, recognized by management as <a href="https://successcom.wpenginepowered.com/blog/10-ways-to-be-a-leader-even-when-you-arent-in-charge" target="_blank" title="10 Ways to Be a Leader—Even When You Aren’t in Charge | SUCCESS.com">future leaders</a>. They will characteristically be great on their own because they are intrinsically motivated. As driven high performers, they do not require much external training and development because they proactively seek it out for themselves. They are noticeably ambitious.However, 80 percent of an organization is made up of B players, employees who typically fly under the radar—but who are also capable, committed and valuable. They have the potential to be great but are not always easy to spot, and because their ambition isn’t overtly obvious, they aren’t usually recognized for their work.But managers need to know who their B players are, to stop disregarding their potential and start developing it. Why? Because they need to be sure they are producing a strong lineup around their A players, of key performers who can step off the bench and into the game at any given moment.Here are five traits of B players:1. They excel in their role… with guidance. B players can hit every deadline and deliver on every task. Once they’ve completed the project, they might suggest ways to make the job more efficient. But B players need coaching. They won’t take something and run with it, but when given all the details and guidance, though, they will execute well and won’t need to be told again how to do that specific task.2. They’re curious. They are curious about the role above theirs and the strategies behind a process, but they don’t overstep and complete that role’s task. For instance, an entry-level accounting professional shouldn’t take initiative to do the role above his or hers. <a href="https://successcom.wpenginepowered.com/article/bored-6-ideas-to-embrace-your-curious-side" target="_blank" title="Bored? 6 Ideas to Embrace Your Curious Side | SUCCESS.com">Curious people</a> don’t ask, “What?”—they ask, “Why?”B players want to learn the plan and reasoning behind a task and will ask why it’s being done. Oftentimes a manager can misinterpret this, believing they don’t want to do the task, but more times than not, they are just trying to better understand how it will impact and help the organization holistically.3. They want to understand the bigger picture. No matter what they’re doing for the company, they strive to understand how it fits into the company’s bigger strategic goals, and they’re <a href="https://successcom.wpenginepowered.com/article/there-are-3-types-of-employees-but-only-1-is-exceptional" target="_blank" title="There Are 3 Types of Employees—but Only 1 Is Exceptional | SUCCESS.com">willing to do what it takes</a> to help accomplish these. If they don’t understand how their actions are driving growth, they ask.B players are the ones who stay late or come in early to learn more about the industry, the marketplace, its competitors and where the company stands in relation to it all. They focus on delivering on A, B and C, but they stay with the team afterhours to help understand D, E and F.4. They’re flexible. B players may spend their time at the company in a specific role, but if management approaches them with another internal opportunity, they are flexible and open to the opportunity. They may be unsure that it’s the right fit, but they trust that leadership is making the right decision.5. They want it. Maybe they’ve expressed interest in growing, developing, a promotion, etc. but need help getting there. Managers should take note of whether a B player shows he or she wants to learn, grow and develop to be a key player. The market has become very competitive, so if leadership fails to focus on them, those potential high-potentials will leave for companies that will.<a href="https://successcom.wpenginepowered.com/article/7-warning-signs-of-an-unhappy-employee" target="_self" title="7 Warning Signs of an Unhappy Employee | SUCCESS.com">Watch for 7 warning signs of an unhappy employee, so you can reverse the damage before it’s too late.</a>

[node:summary] - B players have potential. You just have to recognize and develop it.

You probably know the A players in your office, but what about the B players?A players are usually obvious in a company. They are the employees who | SUCCESS

How to Spot the B Players at Work

How to Spot the B Players at Work | SUCCESS

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Sirmara Campbell Twohill

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6 Qualities of a Leader in the Making

How to Spot the B Players at Work