Finding leaders who can excel in today’s dynamic and increasingly complex work environment goes beyond checking qualification boxes. The most significant performance differentiator is not what leaders do, but rather how they do it.
While job postings typically focus on credentials and experience, they rarely capture what truly differentiates exceptional leaders: their attitude and behavioral approach – particularly how well their mindset aligns with your organizational culture. Competencies can be validated and skills can be learned, but attitudes are difficult to change.
Among all positive behavioral attributes—interpersonal skills, integrity, empathy—resilience stands as perhaps the most crucial indicator of leadership potential. Resilient leaders demonstrate their agility by quickly assessing changing circumstances, gathering perspectives, considering alternatives, and acting decisively, despite uncertainty. When facing the unknown, they lean into it with adaptability and determination.
When interviewing potential leaders, deliberately probe for evidence of resilience aligned with your company’s values; request specific examples that reveal how candidates have:
- Overcome unforeseen obstacles to deliver on commitments;
- Collaborated to explore alternative solutions when facing unexpected problems;
- Gone beyond customer expectations in urgent situations to deliver quantifiable value.
By evaluating how candidates have demonstrated resilience in past scenarios, you gain valuable insight into how they’ll perform when facing the inevitable leadership challenges in your business.
Prioritizing resilience in your leadership selection process will yield leaders better equipped to navigate challenges and drive performance in today’s dynamic business environment.
How are you assessing your leaders’ resilience?