Corporate training and beyond: what to seek in potential managers
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Posted On :
Apr-14-2011
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Article Word Count :
511
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The whole process can be long, demanding and conflicted, as your job is to fish out reliable candidates, navigate around many pitfalls that are inherent in every recruitment procedure and overcome fears of control loss that many self-made entrepreneurs go through as their enterprises outgrow their management capabilities.
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Your company has gone from a small business that you could comfortably manage yourself or with some help from your current staff to a larger organism that requires professional management to stay on course and develop in the future. This means you will have to recruit people who will take over the responsibility for both the general direction your business is going into and separate areas that might require somebody who is firmly in charge. The whole process can be long, demanding and conflicted, as your job is to fish out reliable candidates, navigate around many pitfalls that are inherent in every recruitment procedure and overcome fears of control loss that many self-made entrepreneurs go through as their enterprises outgrow their management capabilities. On top of that, you need to analyze carefully what sort of functions you need to cover – do you need the entire C-suite or some combination of CEO, COO, CFO, CMO and CTO?
You can outsource a large portion of the recruitment process to executive search agencies, who do not only cater for screening and vetting requirements, which would be very time-consuming otherwise, but also monitor management talent on a regular basis so you can make use of their intelligence. Relying on your network of professional connections that you have amassed attending industry events or joining organizations can be a powerful way to get ahead with this highly sensitive choice. And even with professional support from agencies, you have to realize at all times that it will be you and your company that will have to deal with the consequences of your final choices. This means you have to deploy precautions.
A precaution that you should highlight most is making sure the candidate of your choice has the right kind of competences. Of course, you can always invest in some corporate training to improve their qualifications, and you most probably will, but these are too important functions to allow insufficient competence to affect the performance of your company. A thorough knowledge and adequate practice of basic industry tools and standards is a must.
Next, it is important to look for signs of workplace chemistry that candidates are characterized by. Not only will they have to manage teams of employees who create value for your company, but also communicate on a regular basis with other management team members and superiors. On top of that, many of them will have representative functions. This alone would warrant a proper check of their ability to form and sustain relationships, a quality that is not easy to develop even though great executive training.
It might sound a bit rough, but you also have to make sure that people you hire for managing positions are bright. This includes both a practical intelligence that shows up in the way they organize work, interact with people and respond to opportunities and the ability to learn. It is clear as day that they will have to face lots of new knowledge along the way.
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Article Source :
http://www.articleseen.com/Article_Corporate training and beyond: what to seek in potential managers_59206.aspx
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Author Resource :
I am a executive training consultant. I write publications about business education and corporate training programs.
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Keywords :
executive training, corporate training,
Category :
Business
:
Management
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