What do you do if you're an executive manager looking for qualities and skills in potential delegates?

prioritize finding individuals with strong communication skills, problem-solving abilities, and a track record of reliability and success in their previous roles. Assess their capacity for leadership, initiative, and their alignment with the organization’s values and culture. It's important to also consider their potential for growth and development to ensure they can handle increasing responsibilities and contribute to the long-term success of the organization.

In my experience, when assessing potential delegates, it's crucial to evaluate their technical skills and expertise relevant to the tasks at hand. Look for individuals with a proven track record of success in similar roles or projects. Seek candidates who demonstrate a solid understanding of the industry and its specific challenges. Additionally, assess their problem-solving abilities and capacity to think strategically. These skills indicate a delegate who can take ownership of their responsibilities and contribute effectively to the broader objectives of your organization.

1. Identify the specific technical skills and expertise required for the role. 2. Research potential candidates who have a proven track record of success in similar roles or projects. 3. Evaluate candidates based on their understanding of the industry and the challenges they may face. 4. Assess their problem-solving abilities and strategic thinking capacity through interviews or case studies. 5. Look for candidates who demonstrate a strong sense of ownership and a willingness to contribute to the organization's objectives. 6. Consider conducting reference checks to validate their experience and performance. 7. Make a final selection based on the candidate's alignment with the role requirements and the organization's values.

Well from my experience i would look into communication skills, problem solving and analytical ability, strategic thinking and adaptability in a delegate Look into the past performance to gauge on their ability to deliver the results. Has the delegate lead by example previously. able to inspire motivate other. Look for evidence of initiation, innovation and collaboration

Assessing skills involves analyzing technical proficiencies relevant to the role, such as project management, data analysis, and strategic planning capabilities.

In my experience, when evaluating potential delegates, their character holds equal importance to their professional skills. Look for individuals who exhibit integrity, reliability, and a strong work ethic. These traits are crucial for fostering trust within your team and ensuring tasks are carried out with diligence and honesty. Additionally, consider their ability to remain composed under pressure and their readiness to take accountability for their actions. A delegate with a solid character not only excels in task performance but also inspires confidence and respect from colleagues.

A delegate’s character as paramount as their professional skills. Look for integrity, reliability, and a strong work ethic. These qualities forge trust and ensure tasks are handled diligently. Equally important is composure under pressure and accountability. Such traits not only guarantee task execution but elevate team morale and command respect. A delegate embodying these virtues is invaluable, driving success through both their actions and the positive influence they exert on the team dynamic.

Além das habilidades profissionais, o caráter do delegado também é crucial. Procure indivíduos que demonstrem integridade, confiabilidade e uma forte ética de trabalho. Esses tra?os s?o essenciais para construir confian?a dentro da equipe e garantir que as tarefas sejam concluídas com diligência e honestidade. Um delegado com um caráter sólido n?o apenas executará bem as tarefas, mas também inspirará confian?a e respeito entre os colegas.

The right thinking originates from a manager in the team. Absolutely, a delegate's character is fundamental to their effectiveness in any role. Integrity, reliability, and a strong work ethic build the foundation for trust within a team and ensure tasks are approached with diligence and honesty. Additionally, the ability to remain composed under pressure and take accountability is crucial for maintaining stability and fostering respect among colleagues. Striking a balance between professional skills and personal character is key to selecting the right delegate for the job.

You should not rely completely on skills but check on work ethics and other personality traits as well. See how they deal with situations under pressure and if they can work with a team or not.

When I look to identify leadership potential in delegates I try to identify individuals who demonstrate resilience in the face of adversity, adaptability in changing circumstances, and a commitment to continuous improvement. These qualities not only enable effective project management but also lay the foundation for innovation and driving organisational success through dynamic leadership.

Leadership potential is a key criterion, focusing on individuals who can inspire teams, drive innovation, and achieve strategic objectives.

Leadership potential isn’t easy to spot, so you need to be proactive to determine who has it or can develop it. We find people who volunteer for projects, raise their hands quickly to answer questions and want to be a value-add member of the team. But that alone doesn’t reflect leadership quality. By pushing people out of their comfort zone, having them present their recent project and it’s findings to a group, then to a larger group, will reveal some attributes. If you put someone “in charge” of a project and others will be doing the work with the leader vs FOR them, you’ll get more evidence. Confidence comes from within. Add maturity & research skills help shape leaders. “Give them the mic” to discuss the project - you’ll find out.

Identifying leadership potential in delegates is essential, especially when they'll be leading projects or teams. Initiative, motivation, and foresight are key indicators of someone who can inspire and guide others effectively. Clear communication skills are equally vital, as they facilitate collaboration and idea articulation. Delegates with strong leadership qualities can not only manage their own responsibilities but also elevate the performance of their team members, driving overall success.

Leadership isn't Management! As yourself a leader, you should be able to mirror yourself with the individual in front of you. It is starting with the attitude, and a lot to learn from the "non-professional" experiences.

All candidates that progress to the final interview will have the minimum experience and technical skills. Now is the time to appoint somebody that will fit into the team, compliment the other members and add more to the team than just their individual contribution. Determine how the handle failures as well as successful, how they see themselves as a team member and what value they will add as an individual in addition to managing and leading their team members.

Considering how well a delegate fits within your organization's culture is crucial. Alignment with core values and adaptability to norms and practices facilitate smoother integration into teams and processes. Evaluating past experiences with different team dynamics and corporate cultures can provide insights into their ability to thrive within your organization. A strong cultural fit fosters better collaboration and contributes to a more cohesive work environment, ultimately enhancing productivity and employee satisfaction.

Avaliar o alinhamento cultural é essencial ao escolher um delegado. Deve haver compatibilidade com os valores e práticas da empresa para garantir integra??o eficaz e colabora??o harmoniosa entre equipes, resultando em um ambiente de trabalho coeso e produtivo.

You don't build a culture, you get the culture you deserved based on how you infuse the company's values. It can be then a long process..

Unterschiedliche Kulturen bringen unterschiedliche St?rken und Schw?chen mit. Aus diesem Bewusstsein heraus, ist es immens wichtig, kulturelle Hintergründe tiefgreifend und aufrichtig zu kennen und im Gesamtkontext der Unternehmung einzuordnen. Interkulturelle Kompetenz ist eine der Kerneigenschaften, die nachhaltiges Unternehmertum auszeichnen und zukünftig verst?rkt auszeichnen werden. Insofern ist das diese Kerneigenschaft ein absolutes KO-Kriterium im Bewerberprozess.

In a VUCA world (volatile, uncertain, complex, and ambiguous), adaptability is paramount for any executive manager. Today's challenges won't be tomorrow's, with change and uncertainty being the only constants. Hence, someone with a growth mindset sees every challenge as an opportunity. They don't get discouraged or seek refuge from threats; instead, they lead and instill calmness and peace throughout the organization. Lead.

In today's fast-paced business environment, a growth mindset is essential. Delegates who are curious, open to learning, and adaptable to change are invaluable assets. They see challenges as opportunities for growth and are more likely to embrace new ideas and methods. Their drive for personal and professional development not only benefits them but also brings fresh perspectives and innovation to the team, ultimately contributing to the organization's success.

I would say, it is key to have an "entrepreneur" mindset. Entrepreneur mindset mean a lot : growth, learning by doing, etc..

To foster a growth mindset within your team, emphasize the value of perseverance and learning from setbacks, framing these not as failures but as stepping stones to mastery and innovation. Encourage a culture of curiosity, where asking questions, exploring new solutions, and continuous learning are celebrated and rewarded. This approach not only nurtures individual growth but also cultivates a dynamic and adaptable team environment, ripe for breakthroughs and progress.

In my experience in order to encourage a growth mindset and embracing new opportunities is accelerated by creating a learning culture (where developing is viewed as learning and times when that is less successful are viewed as development) and next to the learning culture a culture of communication and sharing to foster a team culture to share perspectives and learnings.

Se aprende a tomar decisiones tomando decisiones. La práctica es muy importante en esta capacidad. No todos los resultados o efectos que se dan tras haber tomado una decisión dependen de dicha decisión. Para evaluar si una decisión ha sido bien tomada debemos tener en cuenta los factores y la información que se conocían en el momento en el que se tomó la decisión

A habilidade de tomar decis?es ponderadas e alinhadas aos objetivos estratégicos é crucial em um delegado. Avalie sua capacidade de analisar informa??es, ponderar alternativas e agir de forma oportuna. Um delegado decisivo e estratégico pode impulsionar a eficiência e eficácia da gest?o executiva, contribuindo significativamente para o sucesso da organiza??o.

In einem meiner Audits habe ich einen sehr gut passenden Spruch kennengelernt, der die Wichtigkeit einer Entscheidung vor dem "ewigen" Abw?gen von m?glichen Zukunftsszenarien stellt. Nicht falsch verstehen - eine Szenarienanalyse geh?rt immer dazu, um ein passendes Chancen- und Risikomanagement zu gew?hrleisten, um weiterhin ergebnisorientiert zu agieren. Aber h?ufig ist es so, dass aufgrund der Komplexit?t m?glicher Einflussfaktoren eine Szenarienanalyse nur bedingt zuverl?ssig ist und man stark abh?ngig ist von den Eigenschaften eines "Entscheiders". N?mlich in kurzer Zeit Entscheidungen zu treffen und mit den einhergehenden Risiken und Chancen umzugehen. Der Spruch ist für das Leben und lautet: "Starten statt warten!"

Strategic thinker that sees the big picture with the end in mind and a tactical planner to implement and achieve the goals and objectives