Coach or Critic - Management Style Affects Performance

Talented individuals can succeed under virtually any conditions, but no matter how well they handle adversity, people always do better under favorable conditions.

People also behave very differently in response to different management styles. One person’s inspiration is another person’s motivation killer, so it’s important to understand what the hiring manager’s style is when interviewing potential employees, in order to determine whether they work well under that style of management.

There are times when complementary styles can be meshed, or where conflict or tension can be beneficial and spur healthy competition, but more often than not, incompatibility can lead to frustration and personal conflicts.

By obtaining a candid assessment of the hiring manager’s management style from existing employees and co-workers, the interviewer can better understand the group’s dynamics, and explore how potential candidates might respond in that environment. It also helps to establish realistic expectations for both parties prior to hiring, and decreases the likelihood of anyone taking personal offense when issues arise.






Graham Carver, President

J.I.T. Recruitment
Recruitment timing can be as important as the details...
Enhancing or Fabricating?
I think we’ve become so accustomed to hyperbole in advertising and marketing today that we’re beginning to lose our perspective.
Coach or Critic? Management Style Affects Performance
Talented individuals can succeed under virtually any conditions, but no matter how well they handle adversity, people always do better under favorable conditions.
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Float Your Boat
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Succession Planning STILL the Elephant in the Room
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It Pays to Do Your Homework
Our latest article on “The Real Value of Hiring ‘A’ Players” reminds us that, in hiring, just like school and most other things in life, it pays to do your homework.
Hire for the NEXT Need
Considering “where do we want this individual to develop from here” in the context of the larger organization’s future needs will help hiring managers keep succession in mind.
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Good Company
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Local is the New Global
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Reverse Mentoring?
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Think Like a Pilot
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Carpe Diem
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Time to Lay Low
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Move 'em on Over
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Exiting Successfully
True leadership is a character trait, and good leaders care about the success of their team from start to finish.
What Makes a Candidate Impressive?
Everyone is looking for an edge with employers and recruiters when interviewing for a coveted role, but there’s one thing, next to a stellar track record, that I find most convincing in a candidate: passion.
Looking to Hire Internationally?
Certain industry sectors are having difficulty finding local candidates in highly competitive markets. More and more companies are considering seeking candidates from outside of Canada, but aren’t sure where to begin...
What's Your Market Value?
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New Executives Should 'Bunt'
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Different Animal, Different Handling
My last blog recommended avoiding candidates who are more interested in what’s in it for them, than how they can contribute to the success of the company, but there’s always one exception... The Sales Executive.
Sell the Challenge
If you really want to be sure you’re recruiting the right candidate for the job, make sure you’re selling the challenge first, before the rewards.
The Best Route
When you’re trying to get from A to B in a cab, you want your driver to know the quickest route to get there, as well as the best alternative routes. The same principle can be applied to research.
The Perfect Process
One of the benefits of being a private firm is having the ability to adapt our processes to the needs of our clients. While tight, solid operating processes are necessary to efficiently and reliably run an organization, they’re only a framework, and can sometimes be an impediment to success if they’re too rigid.
Meet the Folks
I think it’s useful to get a well-rounded view of a candidate by introducing them to one or two others in the organization, as there are often issues that get overlooked or questions that might have been asked when working alone...
Testing Talent
I often get asked ‘What tests do you use to assess candidates?’ Well, that all depends upon the client and our assessment of their needs...
Director Independence
In most roles, there are one or two requirements that are critical and must be considered "non-negotiable". In the case of Board Directors, I’d have to say that requirement is independence.
Give to Get
Senior executives who are looking to stay relevant and keep their industry knowledge current should consider mentoring.
Plan for Everything
Smart leaders know that the basis of success in business (and life) is having a solid plan and then implementing it effectively. But there are still some organizations that haven't got a definite, or even informal, succession plan for dealing with the loss of key senior executives.
Take a Break
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Follow Your Instincts
Sometimes, as a recruiter, we see a candidate who doesn’t match the specifications exactly, but whom we feel offers unique strengths that make them worth including in the search process...
The Perfect Candidate You Didn't Know About
Smart people know that the more information you have, the better your decision-making capability. The search process works the same way.
Too Much Information
One of the mistakes that some clients make when interviewing candidates is getting caught up in details, or side-tracking into minor internal issues that are irrelevant to the position and likely to make a candidate shy away from the role.
International Search Trends
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How Many Candidates Are Enough?
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The Future of Executive Search
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The Ideal Client
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Look Way Ahead
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The Greater Good
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Failure Can Be Good
There is no better teacher than failure. Unfortunately, great candidates are often passed over because of a perceived ‘black spot’ on their record, and that’s too bad, because those individuals may be less likely to make such mistakes in the future, as a result of that experience.
Money May Tempt...
Good news for smaller organizations that can’t compete head-to-head with the big guys on compensation: Money is a great motivator, but it’s not a guarantee of loyalty...
Perspective Pays Off
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A Leader’s Job is to Lead
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Red Flags or Red Herrings?
I’ve seen a lot of great talent passed over in my time for a lot of reasons, some of them potentially valid, but I have to wonder when I see a great candidate rejected over superficial or perceived faults.
RECRUITING is our specialty
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Be Careful What You Wish For...
I often hear clients say they want to hire a ‘P&G or GE type’, hoping to take advantage of the comprehensive training and development provided by such prestigious organizations. I advise them to consider whether they’re in a position to benefit from that knowledge...
What's Your Real Objective?
Occasionally, a prospect will reluctantly admit to giving their business to one of the 'Big Five' search firms because they ''felt it was safe''...
Are You Really Saving Time?
Last week, I talked about the amount of work it takes to coordinate communication with our IIC Partners. Time is a challenge for everyone, and we all have to choose where we can spend it most efficiently...
Hard Choices
At our recent Annual General Meeting of IIC Partners in Vienna, I realized that while I always complain about the amount of work required to be involved in this type of organization, it really is worthwhile...
Stick to Your Knitting
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Pre-Recruitment Reality Check
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ON HOLD: You're Not Just Losing a Great Candidate
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The C.E.O. as a Recruiting Tool
One of the most important functions of a CEO is to promote the organization - not just to the media, investors, customers and the general public - but also to potential key employees...

Cambridge Management Blog

by Graham Carver, President

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