Публикация Школы траблшутеров

How to find and train a deputy?

Время чтения: 4 мин 20 сек
12 июля 2024 г. Просмотров: 281

Управление персоналом, Развитие команды | Oleg Braginksy, Andrey Semikin, Anastasia Potapkina

Tight deadlines are pressing, and the volume of strategic and operational actions is piling up. There is a need to share tasks with someone you can rely on. Oleg Braginsky, the founder of the "School of Trouble Shooters", and Andrey Semikin, a student, will talk about the path and steps.

The vice director is called in different ways: "the boss's right hand man", "second in command". Such names sound humiliating, as if we descend to the nicknames of an Indian tribe or street sobriquet. The assistant is the first partner, the main ally, the major support.

Let's learn how to act in the "Who, where, how" context. Who is needed?

We are wondering: "Who do we want to see next to us?" The personal type "do it, dial it, go, bring this, pass that" is not about the deputy. Rather, you need a secretary, an assistant no more.

Supporting criteria of an expected counterpart:

  • loyal - an important trait, but difficult to verify, someone you can rely on
  • does not live with the motto "in my instructions ...", looks at what is happening not from the side, but from above
  • with experience in the field, not a "blank slate", "great buddy", "angel in disguise"
  • loyal as a samurai: takes a blow, covers the leader, not backing down from a challenge
  • the marketer of your brand is important, but you come first: "The retinue plays the king"
  • will take control of the directions, business processes entirely, task blocks without remainder
  • similar principles - different values and views will create problems in communication
  • he made a mistake - he admits, he will win - he will not climb on the podium, gives the laurels to the team
  • understands hints, vague descriptions, facial expressions; finishes your sentences
  • autonomous, no need to tell "where and why", he "went, found, did"
  • always nearby, will answer early in the morning, late at night on Christmas
  • complements and fills in your gray areas of skills and lack of experience
  • is not afraid of responsibility and is at the forefront of the situation.

Where to look?

The options are simple: hire, develop, entice. Each of the options has pros and cons. But from experience, we say that it is more reliable to choose the second option - to develop, because then:

  • before making a decision, you know - you spent time and chose the best
  • had a chance to observe behavior in different situations
  • you have gradually gathered opinions and feedback.

Raise within the team, your own or an adjacent one. In the second option, talk to a colleague of intent so as not to generate conflict. If you promote an employee to the position of deputy, it will be an achievement within the framework of "team and talent development", corporations like such things.

How to raise:

  • carry out a provocation capable of bringing out the ugly
  • outline the area or set of areas where a substitute is required
  • determine the circle of people who are ready to be considered for the second number
  • rank candidates by performance and effectiveness
  • give a chance to participate in the management in your absence
  • find out the opinion of the coworkers about the candidates for the chair on the right
  • discard the smart alec who climbs over your head and walks all over people.

After all that has been done, focus on the top 3 candidates. Spend two long conversations with each of them: in the first, talk about life topics - goals, who he sees himself, what he wants, values, family plans, hobbies, where he studies, a speciality, what he reads and who, whether he does sports.

The second dialogue should be based on the criteria described above. Use both indirect and direct questions to get a clear picture. Do not stop halfway and do not agree to make a decision under pressure from your superiors or due to lack of time.

The result of successful actions will be the only candidate who is more likely to fit the purpose. It is not easy to find an ally and partner, it may take a considerable time, but it is like looking for a life partner: haste makes waste.