In Search of a Manager with Skill and Grace

By

Alejandro Diaz

In light of the outbreak of Covid-19. Many of us are working from home. Our now remote jobs are in need, more than ever, of managers who show skill and grace. A manager who lacks this will definitely make this unequalled time that much worse. We all want to get back to normal as soon as possible but this situation is something none of us ever anticipated or asked for. Every human being’s priority should be to stay healthy and to stop the spread of this deadly disease. So let’s keep each other safe as we anticipate our return.

Hiring someone to manage staff is a huge responsibility and undertaking. Depending on your scope of business, you will be looking for somebody who has the right experience and track record in a particular field. But hiring the right person who will manage with skill and grace should be a big part of the equation.

Skill — competence, excellence in performance; possessing expertise.

Grace- the quality or state of being considerate or thoughtful.

A resume is your first point of reference, showing you whether he/she has the right educational and industry background. What you won’t get from it is how this person will actually treat her/his new team. Many organizations do not place enough attention on how potential candidates plan on building strong, healthy relationships with their staff; how they will motivate them to aspire for more.

For example, a micro-manager who has a top down, task oriented way of doing things will stifle creativity and suffocate their subordinates. Ultimately, this will hinder an organization from reaching its full potential. A manager is there to guide, support, and to empower their people to come up with innovative ways to make things better. “Bosses push. Leaders pull.” Dave Ramsey.

But how do you go about deciphering if potential recruits will indeed treat people with skill and grace. There’s no way of knowing for certain but there are things you can do, and look for, in order to get a good sense of their future managerial behavior.

For starters, this new manager should have at least five years experience leading teams and managing individuals. I’m sorry but you take a big risk if you…