Summary
Chipotle’s COO, Jason Kidd, identifies high-potential employees through weekly dinners with staff members. During these meetings, he looks for four key traits: teamwork, ownership of outcomes, problem anticipation, and problem-solving skills. Kidd’s approach is part of Chipotle’s efforts to promote from within, with 100% of regional vice presidents, 85% of general managers, and 83% of field leaders being promoted internally last year. As promotions have slowed in recent years, companies are developing their own tests to identify top talent.
Our Reading
The numbers tell one story. Chipotle’s COO is using a unique approach to identify future leaders. The company’s focus on internal promotions is notable, especially given the current slowdown in promotions across industries. Kidd’s emphasis on teamwork, ownership, and problem-solving skills suggests a focus on developing well-rounded leaders. The fact that Chipotle promoted 23,000 employees in 2025 alone highlights the company’s commitment to internal development.
The announcement sounds familiar. Other companies, like Accenture and Cisco, are also developing their own strategies for identifying top talent. Accenture requires senior managers to consistently use AI tools, while Cisco’s CEO seeks approval from peers before making promotions. These approaches reflect a broader trend of companies looking for new ways to identify and develop future leaders.
Author: Evan Null
