
📖 Sourcing survey 📖
Spotting leaders in the making
Welcome, this is your space to assess the leadership features of newcomer talent.
To identify new voices and new influencers on global challenges, we rely on this leadership model

📖 Sourcing survey 📖
Spotting leaders in the making
Welcome, this is your space to assess the leadership features of newcomer talent.
To identify new voices and new influencers on global challenges, we rely on this leadership model
Why do we need this data?
This framework is the one that the Catalyst will use with their coaches to grow.Â
Catalysts will become aware of their leadership style and own it. The aim will be for them to engage in their endeavours fully mindful of their strengths and their areas of growth. It will not only be a valuable asset when they promote themselves, but also when they grow others and build meaningful organizations.

Guidelines… should you need them
(or trust your instinct!)
Leadership featuresÂ
What self-awareness looks like
- They show assertiveness: “I” vs “they”, “people”
- They expose diverse emotions: I feel “motivated”, “focused” etc. vs “good”, “fine” etc. They can be both pleasant and unpleasant
- They qualify specific features: a broad range of adjectives both positive and negative
- They can laugh about themselvesÂ
What self-regulation looks like
- They show the ability to make decisions
- They own their opinions
- They understand responsibility and consequences
- They do what they say
What motivation looks like
- They show drive: active verbs, direct sentences
- They provide examples of perseverance, managing frustration and overcoming obstaclesÂ
What empathy looks like
- They care about peopleÂ
- They identify potential in others and reward qualities
- They know how to energize people
What social skill looks like
- They show attention
- They articulate ideas clearly
- They motivate their following
- They display quality of presence
Ability to set SMART goals
- Not observed: goal is too generic, too much room for interpretationÂ
- Untapped potential: goal is specific, without the other MART features
- Observed: SMART features are identified
- Strongly observed: SMART features are articulated, success is visualized
Level of commitment to goal previously set
- Not committed: did not show follow-up on goal set
- Committed but not enough: tried but did not manage to reach goal set
- Committed: reached goal previously set
- Highly committed: went beyond goal previously set