Agile leadership qualities to look for when recruiting

Forward-thinking businesses look for flexibility, so when recruiting for senior roles, it pays to put some focus on agile leadership qualities if you want to find the right person to help drive you to the next stage of success.
In a fast-paced world, you need leaders who can navigate changes, overcome obstacles and respond to demands quickly, fluidly and easily – the absolute definition of agility.
With our extensive insight into the importance of recruiting based on candidate behaviours as much as skills and experience, here are a few essential agile leadership qualities to look out for during your next senior recruitment drive.

Essential qualities for agile leadership

There are lots of personality traits and behaviours that lend themselves to a more agile thinking and leadership roles, but these are a great starting point:

Outcome-focused rather than process-driven – the end-goal is the ultimate goal for agile leaders. They don’t delegate detailed tasks and micro-manage, nor do they pick apart processes and try to reinvent things without reason. They pool available knowledge and resources in whichever way best fits the problem, working to reach the goal in the most efficient and effective way, whatever the journey looks like. They explain the outcome they’re seeking, and support their team to figure out the solution.
Collaboration and communication – agile leaders don’t map out instructions for others to follow. They encourage their people to work together and find solutions, they ask questions themselves, and expect others to do the same. They value the input of their team, will listen when challenged, communicate in a coaching rather than traditional seniority-style and ensure constructive collaboration across the board.
Trust and understanding – the flexibility that comes hand-in-hand with agile leadership requires a deep understanding of their team, and trust in their abilities to deliver. Knowing when to push harder or pull back is essential, so understanding what motivates and engages individuals enables better management, fosters a sense of confidence and establishes trust. This, in turn, inspires their team to act more responsively and flexibly in the face of changes and challenges.
Humility – where traditionally leaders were seen as those who were able to assert themselves and blindly believe in their superior knowledge, agile leadership can only be executed by those who know there’s still plenty to learn. You don’t want someone who is of the old ‘do as I say’ school, but someone with more of a ‘show me what you mean/how you do it’ mindset.
Curiosity – face-value, this-is-how-we’ve-always-done-it types need not apply. Agility comes hand-in-hand with curiosity. Someone with creative thinking, and the ability to monitor market conditions, adapt to changes effectively and constantly seek smarter solutions are all key to agile leadership. This also expands to their team, so look for candidates who value the benefits of inclusivity and diversity, and embrace the concept of having empowered teams who can adapt and respond with confidence.

By recognising how behaviours and personalities are central to recruiting the right people, you’ll ensure higher retention rates and a happier, more productive workplace. If you’d like some help in recruiting based on agile leadership or any other key qualities, get in touch and we’ll be happy to explain our process.