What is a good manager and how to find one?

Being a good manager is difficult… And finding one is just as hard! 

Often, during recruitment, companies focus so much on technical skills that they forget the essential: managerial skills. 

Of course, it's crucial to know if a candidate has led a team before, but what really matters is whether this experience was enriching and if the person is truly suited for the role of a manager. 

As recruiters, our mission goes beyond the surface: we dive into the details to discover if a candidate has the perfect blend of human and professional skills to shine as a manager (and make their team shine). 

In this article, we share the key behaviors to identify in a candidate for a managerial role. 

Behaviors of a good manager 

Balancing business and culture 

It's essential to recognize that both tangible results and cultural aspects are crucial for a company's success. 

Keeping an eye on results and tasks is important, but paying equal attention to individuals' attitudes and values is just as indispensable. These elements form the very foundation of a company's operations and are key to motivating the team. 

Providing a clear vision 

There's nothing worse for a team than not understanding each person's roles and responsibilities. 

Good managers provide a clear vision of the goal to be achieved. This way, each team member understands not only what they need to do but also why they are doing it. Clarity of vision gives each individual a sense of purpose and direction, which enhances engagement and motivation. 

Similarly, each team member knows their responsibilities and understands how they contribute to achieving the common goal. This clarity eliminates misunderstandings and task overlaps. 

Giving space to the team 

Being a manager isn't just about leading, but also about delegating. Employees are considered experts in their field and have the opportunity to shine. They have an appropriate degree of freedom in carrying out their tasks. 

By delegating effectively, managers not only reduce their own workload but also contribute to their team's professional development. By giving everyone the chance to take on additional responsibilities and acquire new skills, they foster individual and collective growth. 

Creating a trusting environment 

Building an environment where everyone can express themselves freely is essential for the team synergy and success. 

Although sometimes it’s necessary to make firm decisions, a good manager doesn’t seek docile individuals who agree with everything they say. Everyone should be able to express their ideas and opinions without fear of being judged. 

But this doesn’t mean the manager must agree with everything said. The goal is rather to foster an open and constructive dialogue where differing opinions are discussed. 

Adapting to team members 

Managers and chameleons have more similarities than one might think. 

Adaptability is an essential quality in leadership and allows optimizing team performance. This starts with a deep understanding of team members, their strengths, and their individual needs. By identifying these strengths, one can best utilize them to achieve collective goals. 

Adaptability also involves adjusting one's managerial style according to the situations and team requirements, whether it involves taking on the role of a coach, an inspiring leader, or a pragmatic manager. 

Developing the team professionally (and personally) 

Managers play a key role in the development of their teams. 

First, it involves identifying the required skills for each individual and defining a personalized development plan. This plan isn’t limited to training but includes real-world practice opportunities and on-the-job coaching. This means giving team members responsibilities and challenges suited to their skills and development goals. 

Second, a clear delegation plan is developed and communicated openly with the team. This involves clearly explaining everyone’s responsibilities and expectations related to their roles. Effective delegation allows team members to take on more responsibilities and develop their autonomy. 

This can include training, project opportunities, or just a bit of support and encouragement when things get tough. Sometimes, it’s simply about listening and being there for them. 

Ultimately, a manager who cares about the complete development of their team builds strong relationships and leaves a positive legacy that goes far beyond professional results. 

Challenging the team 

Just as much as employees need autonomy, they also want honest feedback on their work. 

Constructive criticism is part of the game, making compliments for a job well done even more rewarding. It’s a delicate balance between pushing everyone to exceed and showing them they have everything needed to succeed. 

Being open to change (and supporting it) 

There’s nothing worse than a company that refuses to evolve, right? It’s like swimming against the tide: exhausting and counterproductive. 

It’s important to take a proactive approach and stay informed about market changes. The manager should initiate change. 

Once the change is decided, the work isn’t over. The team also needs to be supported. 

Avoiding gossip and defusing conflicts 

In case of conflict, it’s important to understand its origins and rectify frustrations and misunderstandings both individually and collectively. By promoting open dialogue and addressing issues directly, a work environment of trust and collaboration is cultivated. 

Leading by example 

As a manager, it’s essential to lead by example and avoid the "do as I say, not as I do" approach. This involves adopting the same standards of conduct and ethics expected from the team. 

Listening (for real) 

Truly listening is much more than just hearing words. It involves active listening, seeking to understand the emotions and motivations behind the words. By listening this way, we show our team that we genuinely care about them and what they have to say. 

Beyond listening, there’s also observation: the ability to analyze non-verbal cues and detect unexpressed frustrations. 

Communicating 

Clear and non-violent communication is fundamental in management. This means conveying information accurately while expressing needs and feelings constructively. This approach creates a climate of trust and collaboration, essential for resolving conflicts and preventing misunderstandings. 

Recognizing and celebrating successes 

According to a Gallup study, employees whose work is regularly recognized and valued are 14% more productive. 

Providing sincere recognition focused on the person’s qualities makes the employee feel truly valued for their work. 

For bigger successes, more festive events can also be organized. 

Seeking feedback 

As much as they give it, a good manager should seek feedback from their team regarding their managerial approach. 

How to find the right manager? 

All too often, management is seen as the only valid progression. Possessing technical skills isn’t enough to become a manager. It’s a very different role. 

At Profile Group, we firmly believe in the importance of also assessing leadership and team management skills. That’s why we include an in-depth evaluation of managerial skills in all our Executive recruitments. 

We use Cebir’s Leadership Scan, a powerful tool that provides deep insights into candidates. This scan includes a series of carefully designed tests, ranging from situational judgment tasks to self-assessment questionnaires and personality profile evaluations. 

These tests, which can be combined with various role-playing scenarios, allow us to accurately predict a candidate’s future performance in a managerial role. 

Are you looking for your next leader? Contact us! ✉️