A lot of us will be applying to jobs soon. What criteria should we use in choosing what to go for? Especially now, the job descriptions won't help much - often they will have been put together hurriedly and we can be sure the content won't be as advertised anyway. So we could do worse than revert to a tried and trusted mantra - select based on the boss!
I'm up to 20 bosses now in Shell. A motley crew generally (though of course all the more recent ones and potential blog reading ones have been wonderful). Some strange characters. Some tried hard, others didn't care. In general, it was clear that they hadn't been trained or coached much about being a boss - all their good points came from their hearts or their experience. There are a lot of dodgy bosses out there.
A good boss will usually rescue a bad job. Think about it - is it in the interests of the boss to leave you, multitalented you, languishing in something that is not fulfilling or value adding? No. In most cases, you can do a deal to fix it.
And a bad boss will usually destroy a good job. Who gives you a mandate? Who do you stress about all the time? Who writes your staff report? Who fixes you up with later moves? Yes...choose badly and you are in big trouble, my friend.
If I think through my career, probably the single biggest determinant of whether I was happy, productive, developing or duly rewarded was the boss at the time.
You with me here? OK then, how do you recognise a good boss when you see one?
First, how do you gather data? That is easy. Ask people who have worked with them. Do some research. And if you are interviewed, consciously make it a two-way process. A good boss will always want you to do that, so it will not be a problem. If they don't want to go there, then it is a good pointer to steer clear.
And what are you looking for? A few things.
Trustworthiness probably comes top of the list. Do they do what they say? Are they consistent? Behind trust comes integrity, and competence and confidence. Most people have some integrity, but if someone is not competent for their job or not confident, they will end up blowing with the wind.
Then you get empathy factors. Some chemistry matters, just like choosing a life partner. Some shared humour (well, OK, ANY humour would be a start!). Someone you feel easy to be with. Humanity. Humility. Doesn't have to be a social dreamboat, but at least you need some mutual empathy some shared values. If they can add some inspiration and enthusiasm, that is a big bonus as well. Dream on!
Avoid micro managers. Often this just betrays lack of competence or confidence. But some just can't help it. It is poisonous. It is wonderful to feel the freedom to do a good job, knowing that there is a safety-net there if you need it. Also avoid overt hierarchical behaviour. Status people usually lack confidence.
I like vulnerability in a boss too. Anyone ready to share their own issues and ask for help will be easy to work for, and probably ready to ask you lots of questions too in an authentic way. Openness is good too, and comes with vulnerability.
Find out how much they value team. If they place importance on team, that is a good indicator. Also, development of others. In these traits (and others) don't just believe their claims - do your due diligence!
It is also worth finding out about their hobbies, what they are like outside work (first test is that they have a life outside work!). Something a bit quirky or individual can betray a strong independent character, with the confidence to be themselves...and probably the will to let you be yourself also.
This is a tough list, especially since these characteristics don't seem to be necessary in order to be made a boss in the first place, and few seem to be often trained. So don't be too fussy...but don't compromise too much either or believe it will be OK - it won't.
All these characteristics matter even more if you will not be co-located with your boss. True, you won't have to face him or her every morning, but a virtual life is hard enough without the extra handicap of the lack of a good anchor in the form of the boss.
Last thing, if you are a boss yourself, or aspire to be one. Remember you are selling yourself too when you are recruiting. Offer people a chance to find out about you. And get feedback, find out about yourself.
No doubt there are equally important criteria in job selection. But my experience tells me that ignoring the job description and selecting based only on the boss would not be a disastrous strategy. Good luck with it.
(With thanks to my Applied Leadership Network, the Thrilling Combination, for inspiration and input. And lots more over the years... starting with the dancing)
No comments:
Post a Comment