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?
You are looking for three things: Leader, execution and growth mindset.
1. Leadership. By definition a leader has followers. Ask him/her how many people would follow him/her to this new company. That's the acid test. Forget all this stuff about leadership style. A leader has followers; period. And, people who will leave their current job to follow them to your startup is real proof.
2. Execution. Ask for proof of projects they have started and finished. Ask for examples of projects that went out of control how they handled them.
3. Growth mindset. You got me on this one.
BTW, anyone good at what they do will be asking you those same questions. How will you prove you have those attributes? That might give you insights in how to ask for proof from them
1. Ask them some questions like:
Can you describe your leadership style? What are your strengths and weaknesses? Can you tell me about a project where you led a team to increase performance, sales etc.? What do you think a business needs in place to grow? What do you think your leadership brings to a team? etc.
2. Check their LinkedIn profile, sometimes their projects are listed, reviews, awards, and volunteer work.
3. Do some online research. Success leaves clues.
4. Ask for references
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.
Test? Not too likely to be useful. Better to talk to people who have worked with them before, and in more than a 3-minute phone call where they tell you the usual nothings. Obviously your intended partner isn't gong to feed you anyone that will rap them, but you can still talk to those folks about what ti is like to work with the person and see what words get used. Also, since this is a pretty important decision, do some detecting of your own. Figure out where they have worked before, see if you can find anyone who is there still and try to contact them.
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.
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.
"test" is the key word. I would ask, but wouldn't put too much stock in their answers about their leadership style and what they bring to the team - answering those types of questions just tells you that they know what is required of a good leader. I feel the same way about their LinkedIn profile. I would try to test them by asking how they would approach your project and determine more from the subtext. Are they motivating you?
I also wouldn't use traditional recruitment techniques. Real leaders don't read the classified ads - they are proactively pursuing something else and you need to convince them you have a better opportunity.
One last tid bit. Exceptions of course are not that unusual, but I still think a successful friend was on to something when he told me. "Hire foot soldiers who were born and raised in the city. They are often well educated and quite competent but codependent enough to delegate to and manage. Hire leaders who come from small towns. They never pass the buck and are strong when it comes to getting rid of weak people and making tough changes when needed. They don't over-react and they lead by example."
I suggest you understand all the EXPECTATIONS from both parties, what is EXPECTED is crucial and will build TRUST.... To achieve TRUST you must understand your strengths and weaknesses compared to your perspective new partner....A leader is an excellent in getting people to go the next mile and must have vision---Be careful you do not try to hire a clone of yourself
For me it is time and actions. It is a gut feeling on how they act and react to certain situations. There is no written test or verbal group of questions.
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.
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.
It starts with thoughtful thinking about the role and the results you are looking for . Ideally behavioral interviewing is effective if you have given though on the road map and follow up questions . Tell me about a time when you ... That's where you start with follow-up questions and look for examples that model the traits you are looking for . ( Pay attention for real examples instead of theory ) . It's all in the follow up detailed examples .
Work with the person for a month or two on a "let's see how this will work basis" and make your evaluation. If the candidate had any sense he/she would want the same thing. I would.
Just look at their track record. What have they accomplished and seen through to completion?
If you need to ask, may be you lack some confidence and/or leadership skills yourself. You need to know exactly what you are looking for in your co-founder. Start by asking what are the skill sets that you need to complement you and your business?
The best way to test a person for strong leadership skills is to give him a particularly difficult mission, hand him minimum resources and see how he accomplishes his mission under pressure. That will put his leadership skills to severe test
You are looking for a perfect fit; so it seem to me, and methodical analysis and questioning can actually get you someone who fits into your ideal. But, do you have these tall orders, demands, and askings you are desiring from another person? Are you my friend, "a leader"? If you are a leader, then, you shall know when you come across 'the one' you are looking for without reading books. If you are not, then you must start working hard at being one. If you do not heed this seeming philosophical advice, then sooner than you realize, you'll come to know and see that the one whom you seek now is in the know that he/she demands your followership. Do not wait my friend, to discovering later that money and ideas do not make a leader; but patience, hardwork, diligence, and discipline will eventually get you there.
Hi, you may like to ask one question to the prospective partner. " If our company runs into a situation of bankruptcy, what would you do ? My experience is that a strong leader will suggest solutions and will take the situation as a challenge and suggest various possibilities to revive. Weak leaders may just suggest to quit and suggest to submit to chapter 11.
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.
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