It walks into a room before you do and occupies your office chair while you’re away. It precedes you but also follows you from one boardroom to the next. Your ‘Boss-Factor.’ ‘Boss-Factor’: aka – Your Leadership Quotient — measured by your ability to influence, communicate, inspire, assess, learn (from mistakes), empower and connect. Central to […]
It walks into a room before you do and occupies your office chair while you’re away. It precedes you but also follows you from one boardroom to the next.
‘Boss-Factor’: aka – Your Leadership Quotient — measured by your ability to influence, communicate, inspire, assess, learn (from mistakes), empower and connect. Central to this equation is the intersection of your IQ and EQ.
In an always-connected, citizen-journalism era, your Boss-Factor provides more attraction power than salary or bonuses. And, in an on-fire, fiercely competitive job market, your Leadership Quotient can be the difference between a team-member signing-on, staying-on or moving-on. After all, “people don’t quit jobs, they quit bosses.” If you don’t want your employees leaving faster than NHL trades, then you need to nurture (and refine) your Boss-Factor.
Meet Tom G. (Or Gierasimczuk, if you’re brave enough to try). Polish(ed) publisher, editor extraordinaire, media maven, and hopefully a lover of alliteration. Tom’s had a few bosses in his time. It’s Tom’s experience navigating various boss styles that has put him where he is today: sitting as Chief Content Officer with enough leadership lessons and wisdom to fill a book.
Tom determined early in his career, if your boss is a problem – you need to fire them. Tom now has a mantra to measure his own (and others’) leadership quotient by: “Would I hire my own boss?” If the interview tables were turned, would my employees extend an offer to me or would they pass for someone better?
Here are Tom’s 5 things to look for when interviewing a new boss (Bosses pay attention here):
“Always be exemplary of what you want out of people,” Tom says. “Always.” Work hard, and be willing to go the extra mile. But remember to always have your values in order. Family is important. If you practice good balance, your employees will follow.
Good bosses hire people for their smarts. They realize they can’t be the expert at everything. They know their limitations and hire to offset them.
Good bosses can articulate a vision #likeaboss. They can also articulate what role you’ll play in that vision. They clearly communicate expectations and can discuss the specifics of where you will add value to the overall master-plan.
Although we’re adults now, we’re not so different from the kids we once were, penciling up the walls and charting our growth over the years. Follow-up is essential to the growth of any employee and company, Tom says. Do what you say and your employees will follow your lead. Integrity is an important trait in every workplace. It ensures employees are sticking to company tenets (laid out in the JD) and are hitting goals while doing so.
Tom said it best: “Leaders should live constantly in a state of evolution… They should work in a lab—resetting and restarting when necessary and living with a lack of disappointment… All leaders should be comfortable with the uncomfortable and should be rapidly prototyping new processes and new ways to do old things.”
And what happens if you ask yourself the question “would I hire my own boss” and your answer is “no”?
“Go after their job,” says Tom G.