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In the search for talent, headhunters remain highly sought after. Henri Vidalinc, President of Grant Alexander, shares his methods for identifying top managers.<\/p>\n\n\n\n
In his “Management Chronicle” published today on L\u2019Express.fr, Claire Padych focuses on top manager recruitment. Henri Vidalinc, President of the Grant Alexander group, provides advice on the qualities to look for. Excerpts:<\/p>\n\n\n\n
[…] Listening to needs and finding the ideal candidate is part of Henri Vidalinc\u2019s daily work. His first piece of advice: \u201cDo not bet on a lone wolf, that\u2019s a dealbreaker for a top manager. You need someone who values their team and shows interest in others.\u201d<\/p>\n\n\n\n
[…] Even if a top manager sits at the top of the hierarchy, accustomed to the Comex and Codir, they must be neither arrogant nor unpleasant. While they may need to step into the predecessor\u2019s shoes, perhaps adjusting them later, they must also possess other virtues, according to Henri Vidalinc: \u201cBe capable of forming an opinion, having a vision, and advocating for it.\u201d They should be charismatic, inspiring others to get involved and emulate them. […] At the high level, introverts\u2014though excellent at managing close teams\u2014are less suitable. \u201cAt this level, it\u2019s good to be somewhat extroverted, assertive, communicative, and to have values you live by,\u201d explains the expert. Authenticity is crucial: \u201cWhen you play a role, people can sense it.\u201d<\/p>\n\n\n\n
Yet personality alone is not enough for engagement; technical skills and, above all, mental strength are essential. Mental fortitude must be \u201cstrong\u201d […] Grant Alexander has implemented the \u201cathlete thinking\u201d program to enhance maximal potential.<\/p>\n\n\n\n
Finally, being \u201cconnected with the world in which you operate [\u2026] At 40 or 50, it\u2019s your network that makes the difference,\u201d notes the expert.<\/p>\n\n\n\n