How can I test a person has strong leadership skills?
I am looking for a Cofounder that is on an equity sharing basis. How do I know that this person will be a strong leader and is good at execution? Is there a way to test their skills and check whether he/she possesses a growth mindset?
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Confidence, honesty, discipline, transparency are some qualities that a leader should have. Moreover, along with all these he should have good convincing power.
Need to understand whether you have what it takes to lead others? Excellent leaders bring out the best in the people around them. It takes a certain natural tendency combined with learned skills to be a great leader. While few people are certainly not cut out to head up a group, others just need a boost from some leadership training courses. The following assessment will determine your Leadership Skills and Style - whether you possess the personality traits and skills that characterize great leaders.
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Give them something new and simple to do and see if they use their intelligence and ask questions. Then you will learn how they think and act and make a decision accordingly.
It's a great question. How do you know, without exposure and or damage.
One way is to place the candidate, under stress during the Interview, just to see how they react.
Such things as interruptions, having them wait, or having them repeat themselves, or explain themselves further.
Another way is via physiological profiling.
there are many different websites which offer psychological testing.
One such site, which not only provides self analysis testing, but also handy information relating to many different aspects is a site called
Maybe if you are looking to your best fit, you could ask then final 3 to undertake some type of test or tests.
The first question I have is do you have a set of criteria for the leadership model you want to hire. The most effective leaders have different qualities at various levels in the organization. Regardless of the level, I find the most successful leaders are vision casters, servant leaders, and able to have a history of putting teams together that complement their strengths and address their weaknesses. The best way to find out is to "interview" the people they have worked with and for. This will flush out the characteristics the person has exhibited from real live work situations. Putting people under fire as part of the hiring process can be artificial in terms of seeking the true character of the person you want to hire.
Ping me if you want to have a longer conversation around this topic and I can speak with you real time.
This is a big decision and there is no exact science. Think of it another way. Who is the best person you ever worked for? Why?
True leaders have insight about their accomplishments AND their failures. Ask your candidate to describe a situation that was a major issue and did not turn out as they expected. Ask them what they did to turn things around or get beyond the unfavorable results. If they cannot think of any failures or give examples of pseudo failures, they probably have never been tested in the real world.
True leadership as opposed to managing is a very difficult 'soft' skill to judge. Is it done by merely asking: how many people have you directly supervised; asking about successful projects; etc,. One way leadership can be determined by the level of past employee engagement. Even this is sort of a crap shoot as whom does one ask for confirmation - past employees, peers, colleagues.
May I suggest some leadership questions:
1. How did you bring people around to your point of view?
2. What is the importance of 'hearing your voice'?
3. How does she/he stay inspired.
4. Are you one of those leaders that cannot succeed because not comfortable with the idea that some people might be smarter than you in some ways?
It is a big issue but you can make out while interviewing him with 50% while the rest 50% can be through testing the person by work for short period commanding the team a long with the company targets , acheiving targets . otherwise not .
There are available very sophisticated assessments that can give you a great deal of insight as to the candidate's style, drivers, normal & stress behaviors. Full disclosure I am certified to administer one known as The Birkman. At the risk of sounding self-promotional, I believe it is an absolute necessity to execute one of these during due diligence for filling such an important position to both the company & yourself.
The best & safest way to find the right person & match is to have them take an impartial assessment once you feel comfortable with them personally. You can see what I am talking about at www.thegabrielinstitute.com
The answer to their assessment will guarantee you have found the right person.
Tell me about people that have helped you to do your best and about how you have helped your friends, family, teammates, and co-workers to do their best.
Identify other aspects of leadership and how the desire to see coworkers do well fits in.
Leadership is a bit like art- you can "feel" it when it is right "for you"
One recommendation is to actually give them a side-project before the co-founder position is even discussed. You should really have some type of working relationship with them. If you are not in an immediate need - actually consider someone that you already have experience with. If you don't have any working experience with your candidate - try them out with a contract or side-project.
Make sure you can actually work and get along with your business partner.
Testing the skills of cofounder and strong leaders are different aspects and vast in nature of each one.
For which we need a strong and big analytical ability tool to test the parameter of each pillar of managerial ability.
It is a technial study and only Business analyst can guide you.Thanks
How would you allow him to inquire as to yours? Are you going to be cofounders who share or divide roles? What would you tell to prove yours? This is not always about filling positions with trademark characteristics. Partnerships work because of fit. Ideally, overlapping strengths that allow certain roles to be broken out by skill. Temperment is as important as ambition and remember that everyone can lie in their words but it is harder to lie in action. Put and see people in positions where you will see what you need to see...provided you have both a good mirror and a good business advisor and don't do this without help.
I have started my business 2 years ago. There were several people who offered to invest in my business. I based my selection of the right partners based on these 3 criteria:
1) Do we share the same vision? - Is he interested only in making money or does he share my vision, believes that we can make that vision happen and is willing to take risks and do/give whatever it takes to realize that vision.
A good leader is one who can influence others to work together to in other to achieve a common goal (vision).
How can we lead the team or the whole organization if we are not passionate about the same thing.
My question was: Why would you like to engage in (this) business? Why are you passionate about this business opportunity?
2) Do we share the same values? - People make decisions, deal with conflicts, and behave based on their set of values. Building a startup is not an easy job. Your first 5 years are the most cruicial ones. It will test your character and endurance. The least you'd like to deal with is a partner you cannot get along with.
A good leader has a strong set of values. You cannot predict what would come your way. Great leaders do not necessarily know everything but they know how to deal with every situation they find themselves in.
If you can identify your potential partner's values, you will have an idea of how he will address issues, make decisions, deal with people and lead the organization.
Of course we can make a long list of characteristics of an effective leader but in choosing a Co-founder, I would suggest you focus on "compatibility" in vision & values. Skills can be learned/developed.
Have a few informal meetings to get to know each other. Don't ask questions as if you are interviewing him for a job. Pay attention to what he/she relates to you - past experiences both professional and personal, future plans, etc.
President - Global Connections BPO Services, Inc.
I am going to be a little blunt here and I apologize for that. First off, my question would be: Are you really looking for what you are asking about? You are asking about "leadership skills" Is what you are looking for really the ability to manage and motive people? I am suspecting what you are really looking for is management skills, the ability to guide the business in a way it grows and prospers which would include managing the people as a subset.
If what you are looking for is leadership you first need to decide what kind of leadership you are comfortable with. Different businesses need different styles of leadership and it needs to match the corporate culture. You need a leader whose style you are comfortable with.
One possible way of screening is to come up with a series of "what if" questions such as this: You are the manager and walk into a storage area. You find Joe who has been a wonderful employee for 6 years sleeping in the storage room. How would you handle it? There are a number of possible answers and the correct one depends on the management style you want. Some possible answers are 1. I would fire him on the spot. 2. I would give him a warning and tell him if I ever caught him sleeping again he would be fired. 3. I would ask him if he was feeling ok and if he said yes I would ask why he was sleeping on company time and make it clear he can't do that and should he feel the need again he should go home.
If what you are looking for is more management skills then I would look more at their past experiences and achievements. I would look at their record in marketing and running a business and consider their skills at leadership of people to be of less importance.
I think it was Colin who brought up a really good point. It seems to me that at this point in time you have no business (your words are you haven't started yet) and you are still uncertain about what specifically the business will be, and that you want them to bring some cash to the table. Keep in mind the more you bring to the table the higher quality you can seek as a partner. My guess is you have some excellent technical skills, some cash and a dream. You might be better off seeding some help from something like SCORE and starting on your own and then bring in a partner if you need to. Keep in mind as well that partnerships are the worst kind of businesses with the highest failure rates.
By the way if someone asked me that hypothetical question my answer would have been 3 and had I been asking that question of a potential leader I would not hire someone who answered 1. Good luck.
You must look at their track record - what have they achieved with the teams that they have led over the years. Are the achievements impressive? Are their achievements credible? If the answers to those questions are yes, then you have found your leader. It then depends on whether they are a cultural fit for your operation and vice versa and give them the freedom to do what they do best.
If it's a high profile person, a mountain climbing and camping trip in a team can make a big relevance