One way to spot leadership potential is identifying people who assume unofficial authority within the framework of their jobs. Informal leaders possess certain traits that distinguish them from others on the team and build their credibility:

Subject Matter Expertise

If the person is skilled at web design or fluent in a foreign language and uses it to strengthen relationships with customers, this is a sign of someone who’s a role model for others. If you notice that a person has a thorough knowledge of the product and people look to her for guidance, there’s a good chance she would be coachable for a leadership role. The longer someone has been in a job, the more authority she has. Look for those who have more experience as well as those who show humility. A potential leader is someone who gives constructive, clear, actionable feedback and does it in a respectful way, usually in private. He avoids confrontation for its own sake and uses discretion so when he offers his opinion, people listen and heed his advice.

Trust Building

Informal leaders are often the ones who help build a culture of trust that transforms an organization. First and foremost, they’re competent and good at their job. They have trusting relationships with people above them (their bosses) and with those in line with or beneath them (their peers or direct reports). They keep their word, respect rules of confidentiality and avoid gossip. When in conversation, trusted informal leaders make good eye contact and often lean into the conversation to signal that they’re sincerely listening and interested. Trustworthy people are able to admit their mistakes and are known to share credit for outcomes.

Emotional Agility

People who can manage their thoughts and feelings during stressful times are often considered potential leaders. They don’t internalize or try to sublimate their uncomfortable emotions. Instead, they approach them in an objective, value-driven, proactive way, developing what is frequently called emotional agility. They have the capacity to open up to their emotions and stories, name their thoughts and emotions, and then create a gap so they can let go of those that aren’t serving them.