10 Leadership Qualities that Every Top Executive Should Have

Why do Introverts Make Better Leaders?

Most of us don’t think successful leaders have an introverted leadership style, since, by all appearances, extroverted people make wonderful public speakers and engaging networkers. Being able to speak effectively in public and knowing how to network well are two very important talents most CEOs and organizational leaders need to possess if they want to thrive. Most people assume introverts aren’t able to do either one of these necessities well. After all, a USA Today poll says 65% of executives view introversion to be an impediment to productive leadership.

Perhaps even more tantalizing is the fact that this same USA Today poll also estimates that about 40% of leaders are introverts, but they know how to adapt well to various situations. For example, Bill Gates and Warren Buffet are both well-known successful corporate leaders, and both possess an introverted leadership style.

So, what are some qualities we typically find in introverts that help make them effective leaders? You might be surprised to learn, especially if you are introverted, you’ve still got some great talents and skills that can bolster your success as a leader.

Introverts Use Caution

Extroverted people tend to want to win and will gamble to earn a reward. This desire found in extroverts means they’ll take more risks, while introverts are pragmatic when they feel something is left up to chance. An extrovert will be far more willing to jump on an opportunity without thinking things through, whereas a person with an introverted management style will take time to reflect. Stepping away from something and thinking major moves through strategically gives introverts an advantage in the leadership category.

Introverts Like to Listen and Learn

Extroverts tend to be social and flashy when people get together and don’t always listen effectively to points and possibilities expressed by other people. In contrast, introverts prefer to listen, think about things before they speak, and then talk. Introverts don’t tend to think about what they want to say while somebody is still speaking to them, but instead like to listen and then learn how to respond.

Introverts tend to be very good listeners and do better than extroverts at considering the thoughts, suggestions, and ideas of other people. Introverts also love to learn and are usually intrinsically motivated to do well, which makes them more receptive to the thoughts and ideas of others. Being able to realize that a co-worker has an excellent idea to implement is something a person with an introvert management style will be far better at comprehending, since an introvert will listen to learn, whereas an extrovert usually has difficulty doing this.

Introverts Discover Certainty When Things Seem Uncertain

Introverts tend to be focused on intrinsic rewards and don’t rush towards external rewards the way extroverts do. So when they don’t have a lot of information about how to proceed during an uncertain time, they still tend to work well and don’t suffer from as many self-defeating impulses. Also, since introverts aren’t as distracted by external rewards, they tend to focus well and discover solutions to problems others might not see. Introverts have an advantage with focus and diligence over extroverts, which helps them find answers and solutions, discovering certainty even when things feel uncertain.

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The Candidate EVERY Employer Wants to Hire

How to Prepare an Expat for a Successful Assignment Abroad

As the world becomes increasingly interconnected, businesses are going global. The challenge for companies today is to ensure that employees have the ability to work on an international level. More and more, companies are relocating staff either for developmental and expansion purposes or to fill a certain skill set not present in the local employee pool. Many midsize and large companies send professionals abroad, and most of them increase the number they have on assignment.  However, according to a Jobvite survey, the greatest obstacle for 56% of recruiters is a lack of skilled or qualified candidates. Emerging markets are set to experience an influx of expatriates to fill the skill gaps in the local job markets. The only way to remain competitive in this global economy is to build a local talent pool with globally relevant skills.

Why Companies Send Employees Abroad

• Expansion into new and existing markets
• Development of top talent
• Streamline operations
• Develop new perspectives
• Become a trusted brand
• Sometimes, it’s cheaper to do business elsewhere

International assignments are expensive ventures, and they cost up to three times what the employee would earn annually at home. However, most US expats sent abroad return prematurely either due to job dissatisfaction or inability to adjust to the foreign country. In addition, those who serve their tenure do not perform as expected. It is therefore imperative that employees are prepared, trained, and managed to reap the full benefits of the investment.

Preparing Employees for International Assignments:

An international assignment usually begins long before the employee arrives at the host country:

The national flags is flying around the world

Pre-program Assessment

This is the assessment of the assignee’s family, culture, and understanding of the host cultures.  The expat’s goals and concerns shape the family training session. Cultural intelligence tools such as Culture Wise can be used to assess their cultural tendencies against those of the host country. Exploration of information derived from such tools provides trainees with questions for the training session.

Training Employees for International Assignments

This increases the assignee’s knowledge of the host country. It includes aspects of culture, societal values, business culture, and everyday living. This training reduces the risk of cultural misunderstandings and promotes cross cultural experience.

Host Manager and local Team Briefing

This is usually done face to face; however, if this is not possible it can be done online. The country host manager and the team with whom the international assignee will be working provide insight into the cultural values and norms. Aspects such as differences in management style and communication style are discussed.

Project Alignment Meeting

A project alignment meeting is held between the expat and host manager after parties have exchanged critical information. This is to discuss factors that may affect the success of the assignment, how to mitigate misunderstandings and mutual expectations of the assignee and manager. This includes aspects such as timelines, reporting strategies, and setting goals.

On Assignment Mentoring

The expat is exposed to new situations and experiences as soon as they arrive in the country. An assignee should be closely monitored and receive face-to-face coaching. Interactions between the expat and team members are observed. This coaching depends on the duration of the assignment and the assignee’s needs.

Knowledge Management

Systematic capture and dissemination of relevant documentation should be conducted. Lessons learned from the expat’s assignment are not only valuable to the expat but also to future expatriates and the organization as a whole. This helps the organization avoid repeating mistakes and over time to develop best practices.

How to Manage Expatriates:

Many organizations don’t know how to optimize the benefits of an expat assignment. Relocation packages which include cultural training are great. However, most companies don’t have the talent management mechanisms to truly leverage on these assignments. The following are critical to managing these assignments effectively:

Strong need and the right person: Before an organization makes the decision to send an employee abroad, there should be an indisputable need for the position that can’t be fulfilled by a local hire and the right fit should be identified.

Assign top notch mentors: While communication is important, it’s not enough for a successful assignment. To prevent the expat from feeling adrift, mentors should be appointed to oversee the expat.

Constant Contact: The assignee should regularly update the host, home sponsors, and other relevant stakeholders on the progress as well as new knowledge acquired.

Reintegration Plan: The employee should outline skills, qualifications, and insights achieved during the assignment and come up with a plan for incorporating them in the home office or the next assignment.

Should you need additional guidance on hiring and recruiting leaders in the Americas (Mexico, Latin America, Canada or the USA), please visit us at: http://www.bipsearch.com, or email us at: barbachano@bipsearch.com.

importance of expatriate training

Written by:

Barbachano International Staff

 

The post How to Prepare an Expat for a Successful Assignment Abroad appeared first on Barbachano International (BIP).

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6 Tested Questions Every Executive Should Ask Before Making a Hiring Decision

Hiring the right fit for a role in your company can be an uphill task. Every company should have a recruitment strategy to help eliminate any potential risks in the hiring process and ease the task of deciding on the best professional match. Fully understanding what you want in a vacant role before embarking on the interview process is critical.  It’s hard to pick the best candidate based on a piece of paper because there are many things you can’t determine about a candidate from the resume. For instance, will they will be absorbed into the company culture? A well-rounded approach is key to selecting that right candidate. The following questions will help you make a great hire.

Job Interview Questions That Every Executive Should Ask

Why do you want to work for us?

This helps assess a candidate’s career goals and how working for the company fits into their plan. You should also be able to evaluate their understanding of what it will take to be successful at their job, or if the candidate is able to embrace ambiguity and get their hands dirty to get the job done. They should also be able to make the best of available resources, and their values should be aligned with the values and culture of the organization.

Why should we hire you?

This is what distinguishes a person from the rest of the crowd. The candidate should be able to convince you why you should hire them and not anyone else. What makes them the perfect fit and how they will be exceptional in their new role. This will give them confidence and the inner strength to keep moving when things get tough.

 

 

 

 

 

 

 

Who inspires you and why?

A person’s source of inspiration can give you great insight into who they are and who they model their life after.  You can get a peek into their behavioral patterns and value system. This can give a clear insight if they are the right fit for the job and if they will be interwoven into the fabric of the company.

What will motivate you to come to work every day?

With this question, you are able to gauge a person’s energy and curiosity. You can easily detect if the candidate is eager to learn and take on new challenges.  Candidates who get this question right know that learning is a continuous process. They understand what is happening in the industry and can keep up with emerging trends. Such candidates think in a very pragmatic way which is quite contagious and beneficial to those working with them.

Are you a Team Player?

The best hires are self-aware and have a good understanding of their strengths and weaknesses. They will candidly talk about the areas they would want to improve on.  This candidate is open to collaboration and development and learning from others to better themselves and the organization as a whole.

 

How do you deal with change and turbulence?

An organization is never static; there are always new developments and they may not always work in favor of the employee. Knowing how to sail through turbulent times is crucial. You will be looking for a person who is able to fix their problems and move forward and not one who wants to blame and fault everyone. The right candidate will not be eager to complain and drag others down. You can easily test this by asking how they reacted to injustices in their previous work environments.

Hiring that person who will seamlessly fit into your company is a rigorous process.  You may not be able to make the decision on your own, and a concerted effort may be required. However, these questions will give you an in-depth understanding of the candidate before coming to a decision.

Should you need additional guidance on hiring and recruiting leaders in the Americas (Mexico, Latin America, Canada or the USA), please visit us at: http://www.bipsearch.com, or email us at: barbachano@bipsearch.com.

 

Written by:

Barbachano International Staff

 

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source http://bipsearch.com/news/6-tested-questions-every-executive-ask-making-hiring-decision/

5 Essential Attributes You Can Learn About Candidates over Lunch

There is quite some flexibility and aptitude to how job interviews are conducted today to the norm some years back. Small companies may lack enough space to carry out quality interviews, or in some occasions, an employer may decide to conduct off-site interviews to evaluate a candidate in a more natural and relaxed environment more closely. Lunch interviews are recommended when interviewing candidates for a job and especially where there is client interaction. The primary purpose of this is to evaluate their social skills and to assess how candidates behave under pressure. You can look out for the following attributes:

Ideal Attributes to Look For When Interviewing  Candidates

The Efficient One

This is the candidate who eats quickly and cleans the plate before the rest of the table has finished their meal. This is the kind of employee who will get things done before the deadline.  They also typically choose their food quicker from the menu and usually make quicker and more timely decisions. They are also very competitive and good at multitasking. This employee is usually ahead of everyone else, making them quite an asset to any employer.

The Perfectionist

This candidate will eat more slowly and take their time to enjoy a meal and are in no rush to finish it.  In the work environment, they will ensure that things are done properly and meticulously. They seem to lack an internal clock, which can get on people’s nerves. Therefore a balance is necessary to be able to achieve more and avoid rigidity.

The Organizer

This is the one who loves to keep things neat and tidy on their plate. As great administrators, they apply their organization skills in all aspects of their lives, both at home and in their work environments. At work, they plan and keep track of everything and have everything run like a well-oiled machine. However, this kind of person may be prone to stress when things don’t go as per schedule. They, therefore, need a certain level of compromise and flexibility to be able to strike a balance.

The Risk Taker

This is the candidate who could order a more expensive item on the menu or a beer if the interviewer also orders a beer. This individual demonstrates they are willing to step outside their comfort zone and able to learn quickly. They are risk takers. At work, they never shy away from introducing new and bold ideas. They are quite outgoing and make friends easily.  Their outlook and approach to life is enviable to many and makes them achieve what others can only imagine. However, taking too much risk can also be a problem.

The Free Spirit

This is a candidate who can order something messy or difficult to eat just because they like it. They are outgoing individuals who don’t get preoccupied with what others think about them, however, are able to accept constructive criticism. They dance to their own rhythm which is a quality that is admired by many. At work, they aren’t afraid to say what exactly is on their mind and therefore are assertive and are able to achieve what they want.  

With a lunch interview, you are able to assess a potential employee beyond the resume. You evaluate personality and behavioral traits firsthand. Observe if the candidate adds salt to their food without having tasted it first. This could reflect poor decision-making skills. Observe if they are polite to restaurant staff or if they have good table manners. This is a good measure of respect and good judgment. Does a candidate check his phone constantly or doesn’t turn it off? Such an interview helps a manager gauge if a potential employee is suited for a particular role and how they will perform. Candidates not suitable for the role can also be eliminated faster. This mode of interviewing is considered better than written personality tests, as candidates give answers that are socially acceptable to please the interviewer. A lunch interview wins over an on-site interview when good interpersonal and social skills are imperative to the performance of a job. So please, before hiring anyone, consider taking them out to lunch first.

 

Should you want additional guidance about executive search, job placement and recruitment opportunities worldwide, don’t hesitate to get hold of us at: http://www.bipsearch.com, or email us at: barbachano@bipsearch.com.

 

Written by:

Fernando Ortiz-Barbachano

 

CEO & Founder of Barbachano International (BIP) the Human Capital Solutions leader in Mexico, Latin America and the USA offering high impact executive search, executive coaching and outplacement. Directly and through our partners we have offices in Mexico, USA, Canada, Brazil, Argentina, Colombia, Chile, Peru, Uruguay, and Paraguay. Our corporate offices are in San Diego, California. Phone: 619-427-2310.

 

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Barbachano International Named to Forbes’ 2017 List of “America’s Best Executive Search Firms”

Forbes has ranked Barbachano International (BIP) as one of “America’s Best Executive Recruiting Firms” 2017 list.

Barbachano International is the largest and most experienced executive search firm focused on recruiting leaders for Mexico, Latin America, and the United States.

“It is truly a proud moment making the Forbes 2017 America’s Best Executive Recruitment Firms List. This achievement is a culmination of our team’s relentless pursuit of excellence, commitment to quality, and dedication to making a difference,” commented Fernando Ortiz-Barbachano, President & CEO of Barbachano International.

“For 25 years it has been our passion to impact the personal and professional growth of the candidates we represent and the profitability of the companies we support. Being recognized by Forbes is a testament to this mission that started 25 years ago with our founder, Berenice Barbachano.”

Forbes conducted this research in conjunction with Statista. The analytics firm invited thousands of professionals who have worked with recruiters and HR managers over the last three years to participate in an online survey. The survey asked them to recommend up to 10 recruiting firms (excluding their own). Statista gathered 20,000 recommendations and the companies that ranked highest. Over 18,000 external recruiting firms were surveyed and only the top 250 were selected.

About Barbachano International Inc.

Barbachano International (BIP) is the premier executive search leader in Mexico, Latin America, and the USA with a focus on Hispanic target markets. Since 1992, BIP and its affiliates have served over 50% of Fortune 500 Companies. Outplacement and Executive Coaching services are provided in Mexico by our sister company Challenger Gray & Christmas S.C. In addition to our corporate offices in Mexico and the USA, we are supported by our partner offices in Brazil, Argentina, Colombia, Peru, Chile, Ecuador, Paraguay, Uruguay, and throughout Canada, Europe, Asia and Australia.

Media Contact
Company Name: Barbachano International, Inc
Contact Person: Mariely Lares, Marketing Leader
Email: mariely@bipsearch.com
Phone: 619-427-2310 ext 105

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