Compatibility is the most important thing to consider when you're adding to your management team. At Pender & Howe, we place executives daily, so we know the value in finding the right person for the role. But this isn't always obvious from a resume. Recently, we were looking to hire a manager, and it came down to two candidates. Both looked amazing on paper, and had the skills and experience required to lead a team. But in the end, neither were hired. It had nothing to do with their work ethic or abilities. They were fantastic employees. The problem was more vague: neither truly clicked with our existing leadership. It was just a matter of personality. Finding people who work well together is more art than science, and forcing a connection will never be effective. So we kept looking, confident that finding a compatible worker was worth the extra time and effort.
How they talk about each other when they are not there. We work with a lot of leadership teams and we observe them in meetings together and how they work as a team. This is important to observe, reflect back, and challenge them on how they improve. As important, is how they talk to each other when they are alone or just a few of them because it is in those moments where you understand if they trust each other. Great teams are built on trust. For example, does Michael say about Rose that 'She's always late to every meeting', or 'you can always rely on Rose to turn up on time'. In those moments you can tell a lot about the team's performance. Trust is an equation of 4 parts; Reliability, Credibility, Intimacy and Self-Orientation. Leadership teams need to understand this equation and openly share where their weaknesses are. Why do they not have reliability or one of the other parts? And how do they improve that together? This is how leadership teams become high-performing leadership teams.
I have long said that my core business strategy is the continued alchemy of my Executive Team. When the team is clear, working collectively, and understands our shared values, I’m able to step out of their jobs and give them full autonomy to lead the company. This has been the fastest path as a CEO working on my business, not in my business. I am keenly aware of my “highest and best use” and stay there as often as possible. A fabulous Exec Team makes all the difference in that pursuit.
In evaluating the core qualities essential within my leadership team, the trait I prioritize above all others is an unwavering commitment to lifelong learning. This characteristic stands as a linchpin, influencing every facet of their professional demeanor—from the strategies they employ in leadership, through the methodologies they adopt for business expansion, to the effectiveness of their communication. Embracing lifelong learning signifies a profound understanding that growth and development are perpetual journeys, not finite goals. Leaders who embody this trait naturally foster environments of innovation, adaptability, and resilience. They navigate challenges with a forward-thinking mindset, always seeking knowledge that can transform obstacles into opportunities. Moreover, this dedication to continuous improvement catalyzes a culture of curiosity and openness within the organization, encouraging teams to pursue excellence and embrace change with enthusiasm. In essence, valuing lifelong learning within my leadership team is not merely a preference; it is a strategic imperative that propels the entire business forward, ensuring we remain at the forefront of our industry, ever-evolving and ever-growing.
As a CEO of Startup House, I value adaptability in my leadership team above all else. In the fast-paced world of software development, things can change in an instant, and it's crucial for my team to be able to pivot, adjust, and thrive in any situation. An adaptable leader can navigate uncertainty with ease, inspire confidence in their team, and drive innovation even in the face of adversity. So, when building my leadership team, I always look for individuals who can roll with the punches and come out stronger on the other side.
Coachability. Being able to learn apply topics and learn more about your industry and improve is one of the top traits we look for in leaders because you want someone who can adapt well and help others!
Empathy is without equal the trait that I most like to see in a leadership team, one that truly understands a team member’s concerns, or decides to have a discussion about intense working hours. It’s important for a leader to possess this trait because it directly influences team cohesiveness, motivation and productivity. If a leader is empathetic, they can create loyalty around them and their team, promote open communication and motivate others to be their best, making this a valuable skill to have in the business world of today.
When it comes to building a leadership team, the standout trait I look for is empathy. At the end of the day, anybody can be taught the organizational and conflict resolution skills that are required of leaders, but empathy is oftentimes something that is either there or not. You could have the best leadership skills in the world, but if you do not have the capability of looking at your team members, putting yourself in their shoes, and really understanding how you can best help them meet milestones, you are not going to be an effective leader. An empathetic leader will increase trust within their team, make team members feel valued, and really empower them to do their best work.
Resilience stands at the core. It's the cornerstone of navigating the ever-evolving landscape of digital marketing. We value it because it's about bouncing back, adapting, and pushing forward despite the industry's constant waves of change. Resilient leaders pivot rather than pause, turning challenges into opportunities. This trait ensures we're not just surviving but thriving, staying ahead of trends, and delivering consistent results for our clients. It's the fuel for innovation and growth.