There are many opinions on what competencies a skilled leader should possess. What makes a good leader also depends on the context, and a leader can perform well in one culture and poorly in another. The question is whether there are some generic competencies that the company should ensure when hiring a new leader.
The born leader
There is no doubt that personal competencies play an increasingly important role in companies amidst many changes and growing complexity. As a leader, one must be able to navigate in various contexts, which requires a set of competencies that the leader should possess.
Some leaders find managing employees easier and more natural than others. However, leadership is something that can be learned, and a muscle that needs to be trained and constantly adjusted according to the given conditions. For example, the requirements for leadership competencies change depending on the leadership level. As a top leader, one is typically more strategic and relationship-building, while as a middle manager, one might be more detailed and analytical.
Interest in people
Basic competencies in leadership, regardless of level, should start with a genuine interest in people. If one does not care about what employees feel and think, it will be challenging to create followership. Unfortunately, one sometimes sees top leaders lacking empathy and genuine interest in employees, even if they have learned to say otherwise.
Among the basic competencies are also self-esteem and the ability to recognize and understand one’s own emotions and how they affect others. It is also important that the leader can regulate themselves and not react impulsively. Additionally, the leader should have social skills and be able to build relationships and networks. Relationship building is important externally with stakeholders such as customers and partners, but also internally within the organization. Too many companies work in silos and neglect knowledge sharing.
Requirements for leadership competencies
In addition to basic competencies, it is important to consider a number of other competencies when recruiting the right leader. The main task is to create results and solve problems. The leader should therefore be able to make things happen and pursue goals. Employee well-being is increasingly important in most companies, so result creation should not come at the expense of well-being and motivation, but in co-creation with employees.
Communication skills are also increasingly important. The leader must translate messages and create clarity through their communicative abilities. Finally, the leader must be able to delegate, which requires competencies such as trust and the ability to manage and coordinate.
Ask about specifics
Many have an image of a good leader as extroverted and charismatic. But leadership can come in many forms, and what is essential in a recruitment process is to ask about how the leader acts in specific situations and how they compensate for potentially lacking competencies. A leader who is, for example, not structured, can have other ways of creating an overview. Finally, it is crucial to remember that leadership is exercised through employees. The most important leadership competency is thus to know one’s own strengths and weaknesses and to understand how to work with them.
