Those who want to hire great leaders need not look much farther for human resources solutions than a few quick boxes to check during an interview. Great leaders often have similar traits that can be found through careful searching and navigation. But you may not need to hire a personable leader for every position. Someone in a management role who looks after HR payroll software may need great organization skills, but they may not need leadership skills.
In other words, hiring great leaders means fitting the right skills to the right job. Inc Magazine refers to this as the three kinds of focus that people in management positions can have. Some people are focused internally on staffing issues while others reach outward to encompass other businesses and are more focused on the relationships a company has with its customers, partners and supply chain. Hiring for leadership, a good human resources professional should first look toward what kind of leader is necessary for the job.
There is also a third category of leader who focuses primarily on strategy. This kind of leader is the one you want making long-term decisions.
It may be an unusual concept for traditionally-minded companies, but while some people thrive moving in a straight upward path in a company, going from entry level to mid-level to managerial positions, others are automatically better at certain tasks that may be parallel to the original positions they started with. If a company finds someone who can write but would prefer to work with spreadsheets, then don't be afraid to perform a horizontal promotion and move that person somewhere he or she can thrive.
Improving leaders through skills development
Another important step when making leadership choices for a company is how to develop existing managers so they can excel and become better at their jobs. Entrepreneur recommended that managers look inward at their accomplishments and ask what they have done well so far and what they can improve on.
They should also focus on bettering those around them, according to the article. Companies with strong mentoring programs will likely have a stronger and more cohesive work culture. They will also foster loyalty between mentor and mentee, which can lead to a greater level of professionalism and discipline.
Finally, looking inside of oneself and asking about motivations is a key point. A person ideally should work to better the company rather than his or her own career. The company should be of paramount importance for leaders.