We are often asked to search for the ideal project management leadership team that would fit a set of skills and cover certain experience. We are then presented with an extensive list of precise requirements entailing the exact years of experience, the exact education history, the type of certification and a list of a group of products they've gained experience in.
Rightfully so, the ask is often for a 'leadership' team and not for a management team. Let's face it, the era of the manager who is a scheduler of tasks is long gone. Fierce market competition pushes us all to step outside the box and outperform, which calls for different breed of consultants and different hiring approaches. If one wishes to hire a leader, one must think like one. Attempting to hire a project leader with a wish list that describes a scheduler of tasks, is sure to yield an undesired outcome.
Leaders are driven by vision and possess a strong sense of purpose. They are adaptable, grasp ideas quickly and are able to translate ideas to messages of empowerment and motivation.
The leaders of today are leading with empathy. They can step outside of their emotional world and view it through the hearts and minds of the people around them. They care for their team's well-being and sense of fulfilment. They allow their team's strength to shine and for their weaknesses to be developed. Leaders are selfless. They focus on the bigger pictures and on the greater good. They understand that in order to succeed their team must be successful first.
We've described above only a few traits that leaders possess, traits that do not fit in a technical box, and that cannot be evaluated by precise measurements. A leader who is capable of driving a strategic mission would often possess traits beyond a list of technical skills and years of experience.
To find a great leader, you must think like one, or better yet, be one!
If the hiring manager lacks leadership traits, then he'll most likely search for someone that is predictable, that can be easily managed or even micromanaged. Simply put, if the hiring manager is not a leader, he wouldn't know how to search for one.
REFINING THE SEARCH CRITERIA
A job description of someone with a broader vision shouldn't be tunnelled.
You'd certainly want to include the desired technical skills and experience, but only enough to set direction rather than create a fit the mold template. To attract leaders, you need to 'speak leadership' and be clear about the leadership traits that are required for the job. Make it attractive for a leader to want to apply. If a leader feels that the job wouldn't allow them to prosper or have the autonomy to lead, she or he are likely not to apply.
INTERVIEWING FOR LEADERSHIP
By now you've got a winning job description and you've shortlisted a few candidates for an interview. The first interview will probably be over the phone to be followed by an in-person interview.
Technology is allowing you to increase the interview exposure to more than one of your senses and it costs you absolutely nothing. Take full advantage of it.
Skip the phone interview and instead make it a first 15-30 minutes video interview with very few key questions and you'll find incredible things revealed. Words coupled with body language will tell an experienced leadership interviewer whether the person in front of him possesses leadership potential. It's often that people perceive themselves as great singers or great dancers and despite great passions reality tells us differently. Do your reality check and further refine your questions during the in-person interview. Another very important thing, interview should never feel like an interview. Make it light and fun, begin by sharing personal or professional information about yourself and make a genuine attempt at creating a space which allows you both to get to know one another. After all, a successful hire is a consequence of mutual desire.
FOSTER AN ENVIRONMENT WHERE LEADERS CAN THRIVE
Now that you've hired your leadership team, let them thrive! Have confidence in your hiring decision and provide them the freedom to shine, to bring new ideas and to steer the ship in line with organisational strategic goals with confidence and pride.
CONCLUSION
The subject of hiring successful leaders starts by acknowledging that leaders possess unique skills which seldom fit rigid templates. Attract leaders through job descriptions that awaken the leaders to apply. Assess leadership capabilities through all languages spoken. Ask the right questions and foster an environment that allows leaders to thrive.
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