Friday, Aug 11 2017

How to Identify a Great Leader in a Non-Management Position

Written by

 Great Leader


Simply being in a management position doesn’t guarantee a person is a great leader, and just because someone isn’t currently a manager doesn’t mean they don’t have great potential to lead. The right skills can be found almost anywhere within your ranks or among the range of candidates who don’t explicitly have prior experience in these roles. To help you identify a great leader in a non-management position, look for some of these key traits in your applicants.

Pursuit of Professional Development

Most true leaders aren’t satisfied with staying where they are today. Instead, they look for opportunities to gain new skills, take on additional responsibilities, and develop as a professional. Often, they take on these tasks without direct instruction, pursuing these activities for their intrinsic and potential career value.


When meeting with candidates, ask them to discuss how they gained specific skills and if they have future plans for additional development. Those with this trait will be able to demonstrate clear desires in this area and can easily explain how they got from point A to point B.

Decision-Making Daring

As a leader, an individual often must make hard decisions in a short amount of time. Candidates who aren’t afraid to make a call (and even make mistakes during the process) may have leadership potential. To help determine their experience, as applicants to describe a time when they had to make a tough decision, how they reached a solution, what the outcome was, and what they learned in the process. This can provide you with insight into their decision making, making it easier to determine if you have a leader in your midst.

Feedback Appreciation

To grow professional, you need to know what you’re doing right and what could use improvement. Top performers typically seek out feedback as a method for spurring personal or professional growth and generally receive the information with grace regardless of whether it is positive or negative.


As you interview candidates, have the discuss a time they sought out feedback as well as what they do once they hear the good or bad news. This can give you indications of their character and if they could potentially make a great leader.

Emotional Intelligence

Leaders have to manage a range of personalities, all of which may have different needs in regards to keeping them motivated and engaged. A person with emotional intelligence has the ability to see things from the perspective of others and understand the emotions that drive that person’s decisions and reactions. Candidates who’ve used this skill before will be able to discuss it clearly, so don’t be afraid to ask them for an example of a time when they used emotional intelligence in the workplace.


If you are looking for a new professional to join your leadership team, the recruitment specialists at The Armada Group can help you identify the best candidates for the job. Contact us to see how our expertise can ease the hiring process, allowing you to find the skills you need quickly and efficiently.