Assume for a moment you were asked to hire an Agile manager for your business. What kind of manager would you hire? What qualities are important? What behaviors would you like to see demonstrated by your new manager each and every day? Here are some questions to get you thinking about it.
- Is the manager conservative, with respect for traditions and status quo? Or is the manager less focused on what has worked in the past and does not rely on precedent?
- Is the manager innovative, willing to try new untested approaches and ideas?
- Is the manager technical, maintaining in-depth knowledge of the technical domains in which (s)he works?
- Does the manager believe that decisions are made by him/her alone? Or does the manager have a collaborative mindset and uses engagement, interaction, and conversation to drive debate and uses that knowledge to arrive at a team decision?
- Does the manager think strategically? Not just short-term, but long-term and does this manager use intuition alone or data alone to look at strategy or a combination of the two?
- Is the manager persuasive? Does the manager influence effectively? Is the manager capable of adapting to cultures and mindsets and thinking styles whenever necessary to deliver the right message?
- Is the manager an introvert or extrovert?
- Does the manager have energy, intensity, emotional expression, and have the ability to motivate others?
These and other questions are covered in-depth in the following report. I invite your feedback and comments on what YOU think makes a good Agile manager. Have you hired one recently? How did you decide? I welcome the collective wisdom.