What is a useful set of criteria to use when determining who has a lot of leadership potential in my team?
1.  Aspiration. Does this person have a high degree of aspiration when compared to their peers?  It takes a lot of risk and a lot of work to step up and grow into larger leadership responsibilities.  Thus, it is important that a person has the desire to take that risk and to put in the work needed.  

2. Capabilities.  Has this person demonstrated uniquely strong leadership abilities, particularly in creating vision, setting strategy, and building great teams? Do they have a track record of setting direction and rallying followership?  Are they a fast learner, quickly ramping to full performance when put in unfamiliar and increasingly more difficult jobs? Do they distinguish themselves as a thought leader, especially in ambiguous situations? Do they display high amounts of self-awareness and empathy, achieving results in a way that builds and strengthens relationships/

3. Commitment and courage.  Does the person have sufficient tenure, have they demonstrated a long-term commitment to the organization?  Are they highly engaged? Do they help to engage and develop others?  Do they have a track record of accomplishing impressive results oriented to the total organization’s results, not just their own job or silo? Have they demonstrated the tendency to take on tough, important assignments in difficult environments that broaden their experience?  Do they have a track-record of rapid career progression into the larger more complex jobs every few years?
Instruction: What is a useful set of criteria to use when determining who has a lot of leadership potential in my team?
Context: 
Response: 1.  Aspiration. Does this person have a high degree of aspiration when compared to their peers?  It takes a lot of risk and a lot of work to step up and grow into larger leadership responsibilities.  Thus, it is important that a person has the desire to take that risk and to put in the work needed.  

2. Capabilities.  Has this person demonstrated uniquely strong leadership abilities, particularly in creating vision, setting strategy, and building great teams? Do they have a track record of setting direction and rallying followership?  Are they a fast learner, quickly ramping to full performance when put in unfamiliar and increasingly more difficult jobs? Do they distinguish themselves as a thought leader, especially in ambiguous situations? Do they display high amounts of self-awareness and empathy, achieving results in a way that builds and strengthens relationships/

3. Commitment and courage.  Does the person have sufficient tenure, have they demonstrated a long-term commitment to the organization?  Are they highly engaged? Do they help to engage and develop others?  Do they have a track record of accomplishing impressive results oriented to the total organization’s results, not just their own job or silo? Have they demonstrated the tendency to take on tough, important assignments in difficult environments that broaden their experience?  Do they have a track-record of rapid career progression into the larger more complex jobs every few years?