Beyond the Surface: 5 Hidden Traits of Future Executives

Not everyone is cut out for executive leadership— it takes guts, grit, and a whole lot of heart to make it – and like it.

As an executive coach and former Chief HR Officer, I have worked with several high potential leaders who aspired to become an executive throughout my career. While much of the “hi-po” talk concerns itself with drive, urgency, and innovation, I have observed 5 deceptively simple traits in future executives that often fly under the radar of most. When it comes to creating meaningful goals and leading other people at the highest level, I notice the small things.

Here are five often overlooked signs of a future executive.

1. Future Executives embrace the ordinary

I worked for a high-profile leader who often brought me coffee. I have also seen highflyer executives refuse to acknowledge the janitorial staff. A high potential leader is someone who reminds themselves daily what it means to be human. They don’t shy away from mundane realities such as emptying the dishwasher in the kitchen servery or brewing a fresh pot of coffee. These leaders understand the importance of humility and recognize that no task is beneath them – and they remind themselves of that fact. They enjoy modest confidence. By being willing to roll up their sleeves and get their hands dirty, they are modeling humility for their team and earn their respect.

2. Future Executives acknowledge the quiet ones

I’ll never forget the time when I was a Manager and the CEO of the company stopped by my office and said to me “I heard you made a significant impact in the customer service blueprinting training. This is important to the company. Thank you”. I was beaming. At the time, I was behind the scenes, not known to the “higher ups”. My boss at the time, the VP of HR had given me credit and praise for a leadership training that had been received well by front line call center representatives. High potential leaders speak well of their team members behind closed doors. They don’t need to always be in the limelight.  This also demonstrates to others that they can’t do it alone. When I see a leader who goes out of their way to appreciate the quiet ones in the background, I take immediate notice. They don’t engage in insincere flattery. Instead, they provide genuine praise and constructive feedback in private, fostering a culture of trust and open communication within the team.

3. Future Executives Spend Their Own Money

I regularly had a colleague on my team who invested her own money to complete a compensation designation that was important in her career. While the company contributed 50% to the cost, she forked out her own hard-earned cash to get it done. She didn’t wait for the organization to pay. She didn’t complain that our education allowance was too low (it was but she accepted the constraint) and in doing so, she demonstrated a commitment to continuous learning by investing her own time and resources into personal and professional development. She was interested in being better. She made active moves to close the gap in her knowledge skill set and was personally motivated to do so. High potential leaders understand that growth is a lifelong journey and don't wait for their organization to provide all the necessary training and resources. By taking initiative and seeking out opportunities for learning, they stay ahead of the curve and bring fresh insights and perspectives to their work.

4. Future Executives Just Do the Thing That Needs Doing.

Why don’t we appoint a committee to solve the hiring problem? The word “committee” used to make me cringe. High potential leaders don't waste time calling unnecessary meetings or overanalyzing situations or waiting on their boss’ availability to solve a problem. Instead, they are self-autonomous. They demonstrate a pattern of behavior that leans toward solving problems on their own. They prioritize tasks and take swift and effective action when needed. Their ability to cut through the noise and focus on the essentials allows them to drive results and inspire confidence in their team members.

5. Future Executives Don’t Pretend.

Aggressive head nodding always bothered me. I could never tell whether a leader was really listening to me or just being agreeable. I worked for one CEO whose head nod was reserved only for when he was in complete agreement. As a result, I always knew where I stood. A key characteristic of high potential leaders is their honesty. They don't pretend to know everything or have all the answers. Instead, they are willing to admit when they don't know something or don’t agree with you. High potential leaders have the courage to disagree with you. By being genuine and transparent, they build credibility and trust with their team members.

As an executive coach to high-potential leaders aspiring to become an executive, character matters. The performance of the business depends on the quality of your leaders. Be vigilant, take notice, and see what’s revealed.