Ingrid Kast, CEO at DAV - December 2009
I think we can all relate to the fact that the art of selecting leaders is not always an easy one... picking those gems that will take our businesses forward and help make them profitable. We at DAV believe that leadership talent is more available than people think.
The trick, whether you are promoting from inside or hiring from outside, is to identify it properly. Doing so requires probing the full range of leadership criteria, including soft skills such as integrity or the ability to inspire others. All too frequently individuals with superior potential are overlooked because of a single mistake while mediocre ones rise to great heights because they once got lucky.
To avoid overvaluing certain attributes while undervaluing others, we recommend using a process that relies on group evaluation. If promoting internally this would include the candidate’s boss and other executives who have worked with him or her. If it is an external hire the success of this rests on thorough interviewing processes along with exceptional reference checking.
If it is an external hire the success of this rests on thorough interviewing processes along with exceptional reference checking.
This process yields a full, balanced and accurate picture of candidates to help you ensure the right people make it up your corporate ladder!
Probe the candidate’s characteristics and behaviour by asking a set of questions encompassing a wide range of leadership criteria. We’ve compiled a small sample set of just such questions for you:
This approach cuts out bias and allows for a balanced analysis of the individual’s potential. DAV has become skilled over the last 35 years at getting to the heart of leadership potential, and we are always happy to share our expertise with you
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