How to identify a true retail leader
Did you ever have an unbelievable manager? Someone who inspired you, who got the best out of you, and pushed you to work better, faster, and smarter? Asks Nikki Murran
Print21 November 2024
As Retail recruiters we regularly speak with excellent managers—retail leaders managing teams of two to 200 staff while keeping operations running smoothly 365 days a year. But lately, I’ve been asking myself: what separates a good manager from a truly outstanding one? More importantly, how do we identify them when hiring?
Look for leaders, not managers—the “let’s go” approach
One of the most significant distinctions is between those who lead and those who merely manage. A leader says, “Let’s go,” while a manager says, “Go.” Leaders led by example, inspire through their own enthusiasm, and are genuinely invested in empowering their team to achieve their best. They use inclusive language like “we” and spend a great deal of their time nurturing and developing others.
On the other hand, managers typically rely on their authority to get things done, focusing more on directing others rather than leading them. They may micro-manage, use language that centres around “I,” and often spend time with their team without truly investing in them. When hiring, look for people who inspire others, not those who simply manage tasks.
Look for someone who leaves a trail of promotions
Another telltale sign of an outstanding manager is their ability to identify, nurture, and develop talent. Great managers are not threatened by the growth of their team members; instead, they empower and encourage them to grow—even if that means outgrowing their current role. They take pride in seeing their people succeed and move on to bigger and better things.
When interviewing candidates, ask for examples of people they’ve promoted or mentored. Outstanding managers will have plenty of examples to share, as their legacy often involves a trail of individuals they’ve helped advance in their careers.
Ask about their biggest achievement and how they accomplished it
One simple yet revealing question can be: “What’s your biggest achievement, and how did you accomplish it?” Pay close attention to how they frame their answer. If they fail to credit their team or at least acknowledge their contributions, that’s a red flag. No retailer worth their salt should claim that they single-handedly keep a store running without acknowledging the hard work and dedication of the entire team.
A great manager understands that success is a collective effort, and they’ll be quick to give credit where it’s due. This humility and recognition of their team’s role are key indicators of a leader who empowers others rather than seeks all the glory for themselves.
Ask them directly: “What makes you a great manager?”
This question can be eye-opening. When you ask someone what makes them a great manager, you’re looking for specific responses that reflect an emphasis on open, transparent communication, trust, empowerment, and development.
Body language can also reveal a lot. Great managers light up when they talk about their teams’ successes. They’re excited to share stories of growth, achievement, and the ways their team members have thrived under their guidance. This excitement is a powerful sign of a manager who is genuinely invested in their people.
Positive mental attitude
You’ve probably heard the cliché that attitude is everything. While it may sound overused, there’s truth in it, especially when it comes to management. Have you ever had an excellent manager who was a glass-half-empty type? Most likely not. The best managers are often optimists, full of positivity and a can-do attitude that they spread throughout their team.
A positive mental attitude is contagious. It can lift a team’s morale, especially in tough times, and it’s something you’ll want to look for in a manager. The energy a manager brings to the workplace has a profound effect on the culture and productivity of the team, so make sure they bring good vibes with them!
Adaptable management style
In today’s dynamic work environment, a one-size-fits-all approach to management no longer works. Different team members respond to different styles of leadership. Some may need more hands-on guidance, while others thrive with autonomy. A great manager understands this and adapts their style accordingly.
However, adaptability doesn’t mean inconsistency. A great manager strikes a balance by remaining flexible in their approach while being consistent in their values and expectations across the board. During interviews, ask candidates for examples of how they’ve adjusted their management style to meet the needs of different individuals on their team.
Borrowed beliefs: The gold standard of leadership
In my opinion, this is the gold standard for managers—if you can find this in a candidate, it’s not just a green flag; it’s a sign that you should move to offer them a role immediately.
We’ve all heard of limiting beliefs—those internal voices that tell people they can’t do something, so they don’t even try. A great manager can help their team members overcome these limiting beliefs. They do this by believing in their people so strongly that those employees “borrow” the manager’s belief in them and start to believe in themselves. This is called “borrowed belief,” and it’s a powerful tool for motivating staff.
When employees feel that their manager has faith in them, they often become capable of much more than they initially thought possible. This belief can lead to remarkable growth and achievement within the team. It’s incredible to watch how people flourish under the guidance of a manager who genuinely believes in their potential.
Find your leader
Hiring a great manager is about more than just finding someone who can keep operations running smoothly. It’s about identifying a leader who can inspire, develop, and empower their team. By looking for these key traits—leadership, talent development, team recognition, positivity, adaptability, and borrowed belief—you can find the type of manager who will not only manage but truly elevate your team to new heights.
In today’s competitive job market, finding managers with these qualities is no easy feat. But when you do, they will become the driving force behind your team’s success, leaving a lasting legacy of growth, development, and positivity wherever they go.
Read more: 6 tips for efficiently screening CVs
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