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Training managers to be leaders
Training & Organizational Development
Training managers to be leaders
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
I work for a housing authority that is governed by HUD. We have one residential manager that has been on the job for over 20 years. Her management skills are excellent but she lacks good leadership sk
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Forums » Topic Forums » Training & Organizational Development » Training managers to be leaders
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Training managers to be leaders
posted at 3/8/2001 2:54 PM EST
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Posts: 1
First: 3/8/2001 Last: 3/8/2001 |
I work for a housing authority that is governed by HUD. We have one residential manager that has been on the job for over 20 years. Her management skills are excellent but she lacks good leadership skills. Now we are replacing her (she is retiring) and This will be the first manager I will hire. My question is : When hiring for a management position, how can I fairly evaluate an individuals management -v- leadership skills prior to hire? Additionally, can one learn leadership skills through training? If so, what types of training? |
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Training managers to be leaders
posted at 3/12/2001 9:33 AM EDT
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Posts: 2
First: 3/12/2001 Last: 6/5/2001 |
Right off the cuff, be sure that your interview questions will differentiate between a good manager and leader response.
A good manager will be able to meet the organizations mission, goals, and objectives through his/her KSAs. A leader will be able to have a positive influence on the team they lead to meet the organizational goals, mission, and objectives. Remember that a good manager manages their time, systems, processes, etc. but an even better manager will lead their team to success. There is no such thing as a "natural born leader". I went through the "Dale Carnegie" training back in 1994. That is a great place to send a manager to attain or improve their leadership skills as well as their public speaking abilities. |
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Training managers to be leaders
posted at 3/13/2001 2:41 AM EDT
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Posts: 2
First: 3/13/2001 Last: 4/24/2001 |
I think that real keys about leadership and management technique are revealed in the first interview.
For instance- when you ask an interviewee to describe their management style, or what role "leadership" plays in management, the applicant will reveal important clues re: their personal philosophy, approach, perspective, etc. Asking them about people they have looked up to-mentors- will also reveal if they have an understanding of the concept of leadership and its value to an organization (and if they have benefited from it). By asking them to provide specific examples, and really drilling down on those examples in the interview, you will be able to determine if the applicant really lives this stuff... or is just doing "the interview routine". Sometimes, in order to achieve this, you need to move outside the structured interview process to reveal the core values and beliefs of a candidate. I think that is OK- as long as you are sure to "cover all the bases" of the structured interview you have created. Lastly- check out those references. A lot of recruiters frown on checking personal references... but I tend to find out a lot about a candidate by chatting it up with their friends and former managers and co-workers. If these people can offer you reasonable examples of the candidate's management style or leadership skills- at least you have some inkling of who they are as a person... and how they approach work and life. |
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Training managers to be leaders
posted at 3/13/2001 7:56 AM EDT
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Posts: 1
First: 3/13/2001 Last: 3/13/2001 |
I would look at the performance profile for the job and evaluate objectives that require leadership vs. management. Relate this objective to the candidates. At that point ask the candidate for a similiar situation where they showed leadership. Probe for details, accomplishments, etc. Look for someone who understands the difference and can apply both if after reviewing the profile both prove necessary to successfully performing the job. |
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Training managers to be leaders
posted at 3/13/2001 8:14 AM EDT
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Posts: 3
First: 1/31/2001 Last: 3/13/2001 |
During the interview ask about specific experiences indicated in the resume. Separate leadership questions from management questions. Leadership involves influencing people to act while management is about things. For example, "How did you influence the group to act as a team in this situation?", or "Describe for me the leadership style you exercised and what kind of initiative or creativity on the part of others resulted." For management-oriented questions you could ask, "What process did you implement that produced this result?", or "Describe how you designed this project and the steps involved in completion." Simple rule of thumb - leadership questions focus on people and working relationships while management questions focus on things and how they get done. For a good book illustrating the difference between leadership and management see Leadership with Panache: 52 Ways to Distinguish Yourself as a Manager; Productive Publications, Toronto, CA, due in print the end of March. |
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Training managers to be leaders
posted at 4/2/2001 11:00 AM EDT
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Posts: 5
First: 2/27/2001 Last: 4/3/2001 |
Amen!! I couldn't agree with you more, particularly with regard to the issue of checking out the personal references (as well as professional). These are extremely revealing about what the future forebodes. Also, open questions such as "What would your peers" say about you (as well as supervisors) is very revealing.
We are working on a PowerPoint presentation on leadership for managers in the health services' industry in Los Angeles County. |
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Training managers to be leaders
posted at 4/4/2001 9:07 AM EDT
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Posts: 1
First: 4/4/2001 Last: 4/4/2001 |
The Franklin Covey Company (Stephen Covey of The 7 Habits of Highly Effective People) has a course by the same name, as well as a course called The 4 Roles of Leadership. The former deals mostly with the first two levels of leadership (principles of trustworthiness and building trust in relationships); the latter more with the 3rd level (managerial empowerment) and the 4th level (organizational alignment). Both are excellent. Ideally, I would recommend The 7 Habits first and then The 4 Roles of Leadership, but they are stand alone trainings. Go to their website for more detailed information: www.franklincovey.com |
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Training managers to be leaders
posted at 4/4/2001 9:43 AM EDT
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Posts: 136
First: 9/14/1999 Last: 6/29/2004 |
Interesting question. First I would suggest that you look at how you have differentiated between a manaer and leader. You obviously have done this. Next I would propose the ever so simplistic definitions to you: A manager is a person who manages processes / procedures; A leader is an individual who has a vision as to where and what the goal is and works to influence others to follow that vision. At the risk of sounding too much like Star Wars, Let your own intuiton (and of course the laws) govern the formation of the questions you are asking. Good luck. |
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Training managers to be leaders
posted at 4/12/2001 2:11 AM EDT
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Posts: 43
First: 1/22/2001 Last: 12/28/2005 |
Ask questions that will allow you to assess their ability to share the vision, responsibility, and glory with the team; their ability to delegate effectively, their coaching, feedback, and mentoring skills; how they create motiviational environments and conditions. Then talk about systems, processes, deadlines, discipline, budgeting, etc. |
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