Leaders who are demonstrably honest and have strong moral principles inspire trust in their team with “their ability, their benevolence and their integrity”. So, where should you focus your effort to become a successful leader?Īccording to a survey conducted by Robert Half in 2016, over 75% of workers said that integrity was the number one attribute that a leader ought to possess. They are made by hard effort, which is the price which all of us must pay to achieve any goal that is worthwhile” As Vince Lombardi, the American football coach, put it in the 1970s: “Leaders are made, they are not born. This underpins the idea that only a small set of people can actually fill these types of roles successfully.Īs our understanding of personality traits progressed, behavioural theorists put forward a new belief: it is not inherent characteristics that make a good leader, rather it is a leader that makes themselves successful based on learnable behaviour. It suggests that certain individuals are born with innate qualities that predispose them to be successful leaders. Thomas Carlyle propagated this view in the mid 1800’s, and it has remained stubbornly omniscient since. “Management is about persuading people to do things they do not want to do, while leadership is about inspiring people to do things they never thought they could.” - Steve JobsĪt some point in our lives we have all heard the phrase “leaders are born, not made”.
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This posed a few challenges in our weekly update calls: we learned to get used to But the client would have no idea who individual candidates were until after they had agreed to interview them. We would of course be aware of who we were approaching, and we conducted thorough face-to-face first-round interviews as normal. In the end, we decided to make it a normal search for us, and blind for the client.
After all, the process of executive search necessitates knowing who you are approaching before you talk to them. But the question of running a blind search process had us scratching our heads. The team themselves have all received unconscious bias training. We’ve also had several clients who have made a diverse shortlist a core part of the brief, and have delivered impressive shortlists that were both gender-balanced and ethnically diverse. We’ve written about blind recruitment in the past. They asked us if we would be able to incorporate blind recruitment into our process. A couple of months ago, having taken a brief from a new client, we received a slightly unexpected request.