What kind of hiring leader are you:
Conductor, Driver, Engager, or Mentor?
Conductor
What they value
Organization and goal-setting. They plan well into the future and, like Drivers, set clear expectations to poise their team for success. They embody a growth mindset and self improvement.
Where they excel
Leading, delegating, and trusting their team to run with little oversight. They identify strengths and weaknesses of each team member and are never afraid to share honest feedback with under-performing employees.
Where they need to be careful
Coming off as demanding or controlling — despite having their team’s best interests in mind. To stay mindful, Conductors can draw inspiration from Mentor counterparts, who skillfully evoke a self-driven fire in their team members.
Driver
What They Value
Success and attainment. They, like Conductors, have high expectations. They know what they want. They lead from the front and by example.
Where they Excel
Numbers. They stop at nothing to hit them. Drivers always meet, and usually exceed, their quotas. It doesn’t matter who is in the car with them; they will get to their destinations. Their teams are very successful and revered by colleagues.
WHere they Need to Be Careful
Lacking trust. They may dismiss people without giving them a chance to improve, leading to cut-throat professional environments. Rather than giving up on under-performers too quickly, Drivers should view their team’s struggles as opportunities to hone leadership and coaching skills.
Engager
What They Value
Teamwork and collaboration. They help struggling team members, yearning to get their hands dirty, sell, and fill in the gaps as necessary. After all, closing is their best asset.
Where They Excel
Selling! Likely leading the pack in IC roles, they want to carry this performance through to managerial roles. They stick close to the frontline to ensure team success. They lead by example, rolling with the punches and celebrating the peaks.
Where They Need to Be Careful
Selling so much they forget to manage. Engagers need reminders to manage more and leave selling to the team. Stepping out of their selling comfort zone will help Engagers expand their skill sets.
Mentor
What They Value
Teamwork and effort. They know it takes time to get into a groove and are happy as long as their team is trying their best. Mentors appreciate freedom to build their own hiring profiles and work best with people who want to learn.
Where They Excel
Teaching, delegating, and dedication. They identify their team members’ strengths, working best with eclectic groups of people who bring unique perspectives and skill sets to the table. Mentors lead from the front and the back, demonstrating how it’s done and letting others try. They view failures as learning opportunities, providing constructive criticism as necessary.
Where They Need to Be Careful
Giving too much rope. Sometimes, Mentors’ desires to teach and develop can get in the way of the top line. They may need a little Driver in their world to help provide perspective on when to fish or when to cut-bait.