The Gauntlet
It can be challenging to find new leaders who can consistently meet performance expectations in our dynamic and increasingly complex work environment.
Typical job postings cite requirements and experience levels, but rarely do they describe the behaviors necessary to achieve assigned goals and thrive in your business culture. The most significant performance differentiator is not what leaders do, but rather how they do it – their attitude, and how well aligned it is with your culture. Competencies can be validated and skills can be learned, but attitudes are difficult to change.
The attributes of a positive attitude may include strong interpersonal skills, integrity, and empathy, but perhaps its most indicative characteristic is resilience. Resilience reflects the agility to promptly assess changing circumstances, consider alternative reactions, and act with initiative to resolve a challenge – rather than being constrained by uncertainty.
During the interviewing process, probe for past demonstrations of resilience and related behaviors, particularly those that align with your purpose and values. Ask for specific, personal examples of how the candidate acted in challenging, evolving situations – how unforeseen obstacles were overcome to fulfill a promise on time, how collaboration enabled the thorough exploration of alternative solutions to resolve an unexpected problem, or how going beyond a customer’s expectations in response to their urgent need created value for the customer.
How are you assessing resilience and other behaviors when seeking new leaders?
