Published on August 5th, 2017 | by Paul Morris0
What to look for when recruiting senior leaders
I’m interested in how you develop high performing teams hence thought I’d put pen to paper on what I believe is important when recruiting senior leaders (the following applies to other roles though the weighting will clearly differ e.g. if it’s a specialist role then you might replace Π with T-shaped² for instance).
As a result I’ve developed the above formula/ summary; here goes with the practical application:
IQ + Π
Clearly a leaders Intelligent Quotient (IQ) should matter though in senior leaders it should also be coupled with a movement away from being “T-shaped” towards being “pi-shaped” (Π)
“T-shaped people” have been popularised in areas such as digital marketing over the past few years and basically means T shaped people have a specific expertise where they go really deep (e.g. SEO, PPC, data analytics, etc), but they also have broad interest and sufficiently useful surface-level skills across many other adjacent disciplines e.g. in all digital media.
On the other hand Π shaped marketers have a broad base of knowledge in all areas, yet capabilities in both ‘left brain’ and ‘right brain’ disciplines. They are both analytical and data-driven, yet understand brands, storytelling and experiential marketing.
Emotional Quotient (EQ; also called EI) measures the Emotional Intelligence skills required to better understand, empathise and negotiate with others.
Key factors in EQ include self-awareness, self-regulation, empathy and social skills; very much around our interaction with other people.
High Passion and High Curiosity Quotient (PQ).
Something Thomas Friedman in his book “Thank you for Being Late” coined.
To succeed we need to think more like start-ups; always look forward, be curious about the next thing and live as a paranoid optimist