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It awes me to see, how a 30 mins interview can really decide if you do have the leadership streak in you or the management streak in you. Pertinent question is are the assessors qualified or visionaries enough to be able to see either the potential or the past achievements.

Perhaps there was a time when the calling of the manager and that of the leader could be separated. The focus was on efficiency. But in the new economy, where value comes increasingly from the knowledge of people, and where people look to their managers, not just to assign them a task, but to define for them a purpose. And managers must organize, not just to maximize efficiency, but to nurture skills, develop talent and inspire results. After all, who wants to be in a company where you are not allowed to think?

Let us take a quick moment to understand what differentiates a manager from a leader, and get you that jump in your Career.

An Interviewer will look for a superman or a superwoman in you, who can be hired and bring about a paradigm shift in the organizations and yet again not bring that about in principal. While hiring for senior level positions the interviewer looks out for
How much can you innovate or have innovated in past stints than administering.
How much of it has been your own idea and how much have you followed a concept of “Copying shamelessly”… We forget the best practice adopting policy then.

How much can you develop than only maintain.

How much can you lead versus how much you have done yourself?

Whilst as an interviewee your job is to concentrate on the above parameters and know when to continue to roll up your sleeves and when to actually delegate and share that information back with the interviewer to crack that tough question.

My question goes out to the interviewers: Is there a way to be a visionary when you have not got your hands dirty? Is it possible to be a leader without having experienced the woes of a classical soldier? In short, If the person has evolved from being a manager to a leader, or has done tasks ahead of his/her times- the person qualifies for a leader and we need to hire with a shift in the mindset to look at how can the person bring about a paradigm shift keeping in mind the business models!

Happy Recruiting!

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Rabia Dhody is an MBA from University of Pune, and is currently working as Motricity- HR Head South Asia. Prior to Motricity she has worked as HR Business Partner with Dell India and as manager with Reliance Capital - Life Insurance Division....

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