I chose to look at an article from forbes.com, the title of the news article I reviewed is “What Employers Are Looking for in Future Leaders” written by Michelle Riklan. This article explains the key skills and qualities employers look for in future leaders. I chose this article for several reasons, the first reason is that I consider myself a leader and this caught my attention. The second reason is that I wanted to compare my qualities to those presented in this article and see the areas I need to improve/maintain. There are a total of eight key expectations that employers look for in Riklan, Riklan explained: potential to outperform, commitment to the company, initiative and autonomy, ability to learn, fearless decision-makers, excel in uncomfortable environments and achieve ambitious goals, seek collaborative feedback and team. building. I'm going to dive into these key expectations that resemble those of a great leader. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay The first expectation is potential rather than performance. Riklan explained that employees who go above and beyond their role don't always have the skills needed to be a great leader. She then explained that recognizing potential depends on your business priorities. It's more important that you have a way to distinguish between these priorities, Riklan explained. She quoted “Anthony Abbatiello, principal of Deloitte Consulting LLP and global leader of Deloitte Leadership, and he said: “Deloitte focuses on four factors of potential, which are innate and inherent in the person. » These factors are "people, intellectual potential, change and motivation" (Riklan went on to explain that an employer should delve deeper into the candidate's personal life and/or possibly conduct a behavioral interview. We discussed in Chapter 11 what a good manager is). presents new opportunities to employees if they have exceptional potential. The second expectation is a commitment to the company, Riklan explained that there are many employees who step up and do enough good to maintain their status in the organization. who genuinely care about the future of the organization. These employees are very valuable, Riklan explained, and their careers must be invested in as well as their training to ensure their sense of belonging. It is crucial to keep these types of employees informed, as they could possibly research it. other employment opportunities. We explained in Chapter 11 that organizational commitment is accompanied by greater job satisfaction, turnover, and organizational citizenship behavior. We also mentioned in Chapter 10 that organizational commitment is an absolute necessity when it comes to being a top manager. The third expectation is initiative and autonomy. Riklan emphasized that future leaders will do beyond what is expected of them. Matt Moog, CEO of Power Reviews Ads, said: “High potential employees go above and beyond what is asked of them. They solve problems, create opportunities and improve the effectiveness of their own functional area” (Riklan). It makes perfect sense that a great leader would genuinely care about the organization, caring about possessing the drive to go above and beyond what is expected of them. We explained in Chapter 11 that a proactive personality comes with initiatives. Taking initiative is vital to being a top manager. The fourth expectation is the ability to learn. Riklan explained.?