Why is it important to hire a leader you’d actually grab a beer with?

I don't know if it's a beer or a candle. Let's take a look.

It's a beer.Let's take a look.Why is it important to hire a leader you would have a beer with?

Nice.When you, as an employee or as a company, are going to hire a leader, or when you yourself are going to become a leader, you must be aware of the characteristics that make a good leader.

When you join someone's team, you are putting your future in their hands,that person's hands.

So, it's not something trivial.You have to make sure you can trust that person, that they will to help you develop.

If you already say during the interview process: "Ugh, this person is unbearable," How are you going to work with that person?

No matter how talented they are, no.And besides, especially when you hire leaders in a company,It is essential to ensure that they are people who are interesting to the employee, people who inspire, who are admired and respected.

Also make sure that it is aligned with the company's values.

If a leader disrespects a colleague or makes a bad decision, it affects everyone around them,also impacts the company.

And then it exposes you, as the person who hired them.

The team assumes that you are allowing this behavior.

Therefore, tolerance for failure with other leaders should be much lower.

Always with an individual contributor.At Microsoft, for example, when we hire leaders,There is a phase that always involves Human Resources, and the question they ask you is: "What do you want from this company?" They ask managers: What is your People Agenda?

How do you manage talent?How do you manage your team, how do you look after them, how do you resolve conflicts and what is your culture?

It is a high-performance culture,but also very punitive, in which those who fall behind are left behind.

It's more of a culture of empowerment, where you let people develop.and, of course, make mistakes too.

The more flexibility you give them, the more mistakes they will make, but you can allow that.

It is also a culture of fun and celebration, even of small things,victories. In the end, every manager has their own set of principles and their own We call it People Agenda, but the key is to have one.

You mentioned that the manager must always be at the service of the team.

How has your experience been when you arrive at a company like this, and above all,The person who welcomed you, what did they say to you?

It also depends greatly on the startup or corporate world.

In the startup world, the manager is often a middleman.and it is not given much importance.

And okay, you're here today, but tomorrow someone else will be here.

And in the corporate world, hierarchy is much more powerful.

So, people have much more respect for the leader and there is much more culture of respect.

So, perhaps in the corporate world, people do try to prove their worth more quickly and will be your ally. And sometimes it may not sound common, but in the startup world,It's more common, and people try not to make such a big deal out of the fact that there's a new manager, although obviously these changes always has an impact on everyone's life.

When I inherit a team, the first thing I try to understand is: Who are you?

Tell me a little about what you've done. What motivates you?

And as a manager, what should I not do?And at least there, people also tell you what previous managers have done or what their boundaries are, but above all, they're telling you what you should do or what you shouldn't do as a manager.

It's a question that surprises people,but it makes them open up a lot and they say to you: Hey, well,the thing is, my boss he used to yell at me all the time, and I couldn't handle it.

Help your team see that you are willing to listen from the very beginning.

You're not here to stir up trouble or twist things around,but rather to come and understand what is happening and see how we can all improve.