Send to KindleGerry was a good leader – for the most part. His team was usually effective and his people were loyal to him. The problem is, I didn’t really trust him.
I knew that Gerry would cut corners when he thought it would help get the job done faster. I also knew that he had little regard for what I said.
This lack of trust created a real problem and made the entire organization less effective. I was constantly checking to make sure Gerry was doing what needed to be done, and doing it correctly rather than running off on his own.
This true story (though Gerry isn’t his real name) illustrates why integrity is so important in selecting a candidate for promotion to management. You must be able to trust those you place in a position of authority and that trust must be absolute.
In Gerry’s case, the issue finally came to a head when his decision to cut corners and not follow directions put others in the organization in serious danger. I was forced to quickly fix a situation that should have never happened.
When selecting new managers, make sure you feel confident placing complete trust in your candidate.
