5 Traits To Consider When Assessing Leaders
Tools like a 9-box performance matrix are useful
when assessing candidates for leadership positions.
Often, you’ll need to determine who does their best
work as an individual contributor, and who can be
further developed. Know what works in your company
and give your best candidates the coaching, tools
and training to be even better.
Less Reactive, More Proactive
The pandemic put a lot of organizations on their
back foot. Nobody knew what to expect, or how long
the pandemic would last. Many businesses had to
react quickly to keep everything running. Collectively,
we all learned the value of thinking pragmatically
and proactively.
Leadership assessment, development, and
succession planning need to be proactive. It’s no
longer about what and who you need right now, today.
Businesses need to evaluate how their priorities
are shifting and who can help them meet their
goals in years to come. When looking at leadership
candidates and evaluating current leaders, determine
if they are forward thinkers. Find out if their vision of
the future matches the business’s long-term outlook.
I led the development of new succession planning
and leadership development procedures last year
at the start of the pandemic that really helped guide
our company through the worst of it. Being able
to assess our leaders’ strengths and weaknesses
helped us fill in the gaps and made the transition to
remote work less painful and more productive.
We learned that building a sustainable leadership
group will get your company through trying times.
We were able to find comfort in the uncomfortable by
focusing on building the traits that drive our culture.
As a result, we ended up with stronger leaders, more
engaged employees, and increased productivity. It’s
hard to beat that!
Julie Salomone is the head of Human
Resources for Televerde, the preferred
global revenue creation partner
supporting marketing, sales, and
customer success for B2B businesses
around the world.
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