How to Identify Your Leadership Potential and Develop It 

Being a leader isn’t always about job titles or formal roles, it’s about your values, your mindset, and the responsibility you’re willing to take on. In this article, we’ll explore how to discover what kind of leader you are—or can become. 

Thought #1: Leadership is a choice, not a title. 

Let’s bust a myth: leadership isn’t reserved for CEOs or managers. It shows up in how you take initiative, solve problems, and support others. Whether you’re managing a team or just starting your career, you can lead. But how do you figure out what kind of leader you are? 

According to Deloitte’s 2024 Global Human Capital Trends report, today’s most valued leadership skills aren’t about charisma or commanding a room. Chances are, you already demonstrate some of these in your daily work—you just haven’t labeled them as “leadership.”  They include: 

• Adaptability and flexibility 

• Digital literacy and analytical thinking 

• People-centric approach 

• Resilience and well-being 

• Values-based leadership 

• Inclusiveness and collaboration 

• Continuous learning 

So how do you identify your leadership potential? Go beyond formal performance reviews and consider using these tools: 

• Self-Reflection  

• 360-Degree Feedback  

• Assessments (e.g. Leadership Circle Profile, Hogan assessment, CliftonStrengths, DISC)  

• Coaching 

Thought #2: Coaching is a powerful tool for developing your leadership qualities. 

Once you’ve self-reflected and uncovered your strengths, the next step is to keep developing them. When done right, coaching is a thought-provoking, creative process that helps you maximize your personal and professional potential.  

It is also important to clarify what coaching isn’t: advice-giving, therapy, or a one-size-fits-all fix. 

What coaching is: 

• A journey from Point A (Where am I now?) to Point B (Where do I want to be?) 

• A space for specific action, accountability, and zero judgment 

• A genuine partnership that respects your pace, style, and decisions 
  

Think of coaching as a mirror and a map. It helps you see yourself clearly and plan where to go next.  

At Intellias, coaching is also used to cultivate leadership. We offer coaching services for managers facing professional challenges, such as transitioning into a new role, navigating organizational change, handling difficult clients, improving team performance, or managing high-stakes projects. Through five one-on-one sessions, managers learn how to lead with empathy, ask powerful questions, and support the growth of their teams—becoming not just decision-makers, but truly competent coaching leaders. 

Thought #3: Coaching is not a panacea.  

Let’s be real: coaching isn’t for everyone. It doesn’t “solve” you. It works best when you are ready to do the work, make decisions, and take ownership of your growth. It’s for people who want to lead from within, not just follow a checklist. 

Still not sure if it’s for you? Try answering these five coaching-style questions: 

1. How do l impact my team? 

2. What emotion do I evoke in my team? 

3. Through which actions do I help the team achieve results? 

4. Which of my actions hinder the team? 

5. What do people say about me when I’m not in the room? 

These questions may seem straightforward, but they often reveal deep insights. They can be challenging—but that is often where real growth begins. 

When you are ready to take the first step, explore open roles at Intellias — a company where leadership is nurtured at every level and people come before processes.