By Rodney D. Reider

Such potential! It is very complimentary for our organization to have such a well-respected individual express an interest in leadership. An individual who demonstrates outstanding clinical skills and has the expressed desire to move into a more formal leadership position. This particularly naturally talented individual always comes across as likeable and intelligent. The appreciative clinical and technical expertise has translated into a respectable presence among peers. In the meetings we have both attended, the listening and ability to articulate ideas has been well expressed on several occasions. The person looks very good on the surface. Is this enough to move this individual (or any person) into a more formal leadership role? What if I have an opening tomorrow? Is this a wise move for the person and the organization? Unfortunately, it is often all the evidence we need as busy executives when the time is short, the leadership role becomes available, and the decision must be made. 

Truly, do the superior healing skills or advanced technical capabilities, beneficial people interactions in meetings, and pleasant manner on the floors indicate enough of a potential to begin the steps towards hiring as a leader? I have not received any colleague or staff complaints during the individual’s 7-year tenure. People have come to rely on them in their specialty areas. Clinically positive reviews have been returned in addition to supportive comments received from patients or family members. Is there a true positive correlation between the above descriptors and successfully Grabbing the Next Rung of leadership? Does this provide enough preparation and evidence to move forward with a leadership role? We must avoid the reactionary scenario where we later move rapidly with this type of meaningful person just because “there is a leadership opening…let’s put them into it,” without the necessary preparation and feel content that “we filled the position with a well-known and good person.”

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