Nov 09, 2022 by The Beat Maker - 0 Comments
ATLANTA, Nov. 2, 2022 – What qualities do businesses prioritize when hiring senior-level executives? In a new LinkedIn article posted by The Workplace Coach, an executive recruiter discusses the traits that matter most. “We wanted to investigate whether organizations today have changed what they’re looking for when hiring senior-level leaders or developing high-potential employees. So we asked longtime executive recruiter Don Patrick to share his expertise,” said Dr. Mickey Parsons, MCC, founder of The Workplace Coach, an Atlanta-based executive coaching and leadership development firm. Based in Santa Rosa Beach, FL, Don Patrick is president of the executive search firm Sanford Rose Associates® – Norcross. Patrick has been recruiting senior executives for more than 25 years. “Don told us that even with all the changes affecting the business world, the qualities that he and his clients consider most important when hiring for senior leader positions have remained constant,” Parsons said. “Whether you’re looking to hire a senior leader, develop employees who have leadership potential, provide senior leader coaching, or advance your own career and leadership mindset, Don’s insights into those qualities are really valuable.” PASSION IS NO. 1 In the LinkedIn article posted by The Workplace Coach, Patrick identifies passion as the top trait he looks for when interviewing for senior roles, because “a passionate person is going to help build passionate teams.” A candidate who’s passionate will show enthusiasm, be well-rounded and have broad interests outside work. They’ll also have done their homework about the potential employer. Another indicator of passion is having professional growth and self-development goals. “People who are truly passionate about what they’re doing want to be better all the time,” Patrick said. HUMILITY IS NO. 2 The second quality that Patrick looks for in candidates for senior leadership roles is humility. While you can’t measure humility, you can pay attention to how someone responds to questions like, What is your biggest inspiration and why? “If they can talk about what inspires them without puffing their chest out, it’s a good sign.” “Another thing is to see if they can admit mistakes and how they’ve dealt with failure. If someone says, ‘That’s one of my strengths, I don’t make mistakes,’ there’s not humility there.” Patrick also listens for signs of integrity and whether someone has guiding values. NO. 3 IS RESILIENCE Resilience, the ability to bounce back from setbacks, is especially important when hiring for higher-level positions. One way to assess resilience is to look at the length of a candidate’s tenure with previous employers. If the individual has stayed with employers for more than a year or two, “that shows they can live through the ups and downs, buckle down and get the job finished,” Patrick said. Another approach is to ask about how the candidate has dealt with anger and how they might handle a hypothetical situation where a boss asks them to be less than truthful. Many of the qualities that employers assess when recruiting for senior leader positions are aspects of emotional intelligence, or EQ. “Integrity, humility, resilience – when you start seeing those things tie together in a candidate, that makes somebody really attractive to a client,” Patrick said. DEVELOPING EMOTIONAL INTELLIGENCE The Workplace Coach has been partnering with its executive and leadership coaching clients to assess and develop emotional intelligence for decades. “Emotional Intelligence, or EQ, is really essential to being a good leader,” said Parsons of The Workplace Coach. “Leaders who have a high EQ are better able to handle emotionally charged situations like conflict. They are more aware of organizational and team dynamics and tend to be skilled at influencing and inspiring others.” The Workplace Coach offers clients several emotional intelligence profile tools, including EQ-i-360, Leadership profile and TTI DISC EQ, as well as career coaching and leadership coaching to assist leaders on their upward trajectory. Assessments and coaching are available both to individual clients and to organizations looking to identify and develop high-potential employees. ABOUT THE WORKPLACE COACH: The Workplace Coach has deep expertise in business leadership. For more than two decades, its award-winning coaches have been partnering successfully with executive and leadership coaching clients and organizations to help them achieve their strategic goals. Leadership coaching clients report success in developing their leadership mindset and executive presence and in implementing leader-as-coach tools in the workplace to drive higher employee engagement and productivity.
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