What do we believe? First, the best hiring managers seek to determine the “Ego to Talent” ratio when interviewing high bandwidth candidates. HINT: Every hire should raise the combined intellectual horsepower of the team and lower the average level of ego in the room.
The ideal candidates have an “E:T” that is less than 1.0, and never because they are short on talent. Second, stack rank the intelligences your culture demands. When it comes to success in executive management, Gardner recommends focusing on three: linguistic skill, interpersonal awareness and capacity for existential thought (aka “outside the box”). Can your candidate make the complex understandable to a novice? See if they can tell a concise story about their field, their project or themselves? Next, how well can they assess the needs of the people around them? Are they aware of and able to detect the needs of co-workers? And third, can they step back and ask the ‘big questions’: ‘why are we doing this’, ‘are we on the right path’, what would happen if we took a different pivot into our target market?
StellarHire Partners knows that research suggests that emotional intelligence (EQ) is more important than intellectual intelligence (IQ) when it comes to being an effective leader. This article by Daniel Goleman highlights how Ruth Mallow, who has helped countless Fortune 500 companies achieve their strategies, focuses on the emotional qualities that build loyalty in the workplace.
The reality is that workers who quit generally leave because of their immediate supervisor or no foreseeable career growth. The best boss takes an active interest in his employees while the worst boss pursues his own agenda. Both bosses are intellectually gifted, but the better one embraces excitement and positive energy.