Three Qualities Necessary In Hiring Managers

Behavior and personality instruments need to go out the window when picking people at the top. When choosing quality managers, don't go by a metrics checklist - you can't measure instincts or unflappability from a checklist. Use your own good instincts to select your managers. Trust your hunches and your gut. Use your head - not a computer printout. Are you buying a car or hiring a manager? You wouldn't buy a car from a brochure so why would you hire a manager that way?

Since the position involves managing people, your manager had better be adept at the "people" part of the equation. So here is my list of personal qualities that I believe are critical for the successful selection of middle or upper managers:

1. Knowledge of the difference between leadership and management. Simply achieving a position does not entitle you to be called a leader. Leadership is an on/off switch - either you have it or you don't. And you can't get it in a week by going to a course. Don't kid yourself - it's a life-long commitment to self-improvement. Management skills however, can be taught in a week. Management basics are constant. Style is different. Each manager is expected to put their own personality on their management style.
2. Integrity and Values. Without them, the work environment will become toxic. Attrition will rise, morale will plummet and customers will scurry. With integrity and values, everyone is treated equally and the rules apply to everyone - that includes the manager. If you have integrity and values, you know your position does not entitle you to a free pass on the rules.
3. Courtesy and respect. As a manager, you will only get the respect you earn - you are not entitled to it by your position. You serve your people in the same way you expect them to serve both you and your customers. You will get what you give when dealing with your people.

I have yet to find any instrument capable of measuring decency, respect, compassion, charity and fortitude. So I encourage you to trust your hunches more than a readout. Let's get people-skills involved in the selection of the people who will deal with your people.

You might also consider my Lunch Menu Test for potential managers. It is fun and yet, incredibly revealing. It is outlined in a previous Blog post here.

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