Att se det ännu inte realiserade : En kvalitativ studie om identifiering av chefspotential hos individer utan tidigare chefserfarenhet

Sammanfattning

This study explores how managerial potential can be identified in individuals without prior managerial experience. Focusing on the public sector, where recruitment is legally required to be based on “merit and skill”, the study examines which abilities indicate managerial potential, how these can be identified, and how organisations can facilitate first-time managers. The study is based on seven semi-structured interviews with individuals involved in managerial recruitment, and results are discussed in relation to human capital theory, VUCA-context, and organisational norms. Findings indicate that while requirements vary by context, three key indicators recur: strategic and holistic thinking, emotional intelligence, and learning agility. These often manifest through behaviours observable in non-managerial roles – such as cooperation, initiative, responsibility, motivation, and self-awareness – suggesting that managerial capacity need not be judged solely on previous managerial experience. The study warns against the “experience trap,” where overreliance on prior experience may hinder innovation and exclude high-potential candidates. It also identifies a tendency to unrealistic demands and idealised candidates, proposing instead that complementary competencies be distributed across teams. To support emerging leaders, the study recommends formalised grooming processes and mentorship initiatives. By highlighting these tensions the study seeks to contribute to a more reflective approach to managerial recruitment – where ability is not assessed solely on past experience, but also future potential.