5 Traits to Look for Next Time You Hire a Manager (That Predict Long-Term Success)

Bad management is like a slow leak in your business boat—barely noticeable at first, but eventually, it sinks morale, performance, and profits. So, how do you spot a top-tier manager before the damage is done?

Hiring a manager is a lot like planting a tree. You don’t just want something that looks good above the soil—you need deep, strong roots to weather storms and grow over time. In this post, we’ll dig into five essential traits that predict long-term success in a management role—and how you can uncover them before extending an offer.

Let’s dive in.

1. Emotional Intelligence: The Superpower Behind Strong Leadership

Ever had a boss who couldn’t read the room? Not fun.

Managers interact with people constantly—employees, peers, clients, and leadership. Emotional intelligence (EQ) is the foundation of great leadership. It helps managers navigate tough conversations, resolve conflict, build trust, and create psychological safety for their teams.

What to look for: Empathy, self-awareness, and grace under pressure.
How to assess it: Ask about a time they had to resolve conflict on their team or deliver difficult feedback.

2. Accountability: The Backbone of a High-Performing Team

A true leader never plays the blame game.

Accountability sets the tone for team behavior. Managers who take ownership—especially when things go wrong—model integrity and build trust. They don’t deflect. They take responsibility and lead by example.

What to look for: Language of ownership, follow-through, and examples of learning from failure.
How to assess it: Ask what they did when a project went off track or missed the mark.

3. Adaptability: Because Change Is the Only Constant

Yesterday’s plan won’t solve today’s problems.

In a world of rapid change, managers need to pivot quickly. Whether it’s adjusting to new technology, reorganizing a team, or navigating a crisis, adaptability is what keeps the ship steady and moving forward.

What to look for: Flexibility, resilience, curiosity, and comfort with ambiguity.
How to assess it: Ask them to share a time they had to adjust mid-project or take on unexpected responsibilities.

4. Coaching Mentality: Building People, Not Just Processes

The best managers don’t just manage—they mentor.

A great manager develops talent. They understand that their success is tied to the growth of their team. They give feedback, support career development, and celebrate progress—not just outcomes.

What to look for: Interest in team development, mentoring experience, and examples of employee growth.
How to assess it: Ask how they’ve helped a team member grow or prepare for a promotion.

5. Strategic Thinking: Seeing the Forest AND the Trees

Can they juggle day-to-day tasks and align with the big picture?

Strong managers balance execution with strategy. They know how to prioritize, align team goals with company objectives, and make smart decisions under pressure.

What to look for: Long-term vision, structured thinking, and the ability to tie actions to outcomes.
How to assess it: Present a business scenario and ask how they’d approach it—what trade-offs they’d consider, what they’d prioritize, and how they’d measure success.

The Power of Personality Assessments

One powerful way to uncover these traits before you hire is through personality assessments. These tools go beyond resumes and interviews to reveal how a candidate naturally communicates, solves problems, responds to stress, and interacts with others.

We offer personality assessments that help you evaluate emotional intelligence, accountability, adaptability, and leadership potential—all before the first day on the job. By adding this layer to your hiring process, you can make more informed, confident decisions and reduce the risk of a bad managerial hire.

Hire with the Long Game in Mind

Hiring a manager is one of the most important decisions you’ll make for your business. It’s not just about resumes and experience—it’s about finding someone who will lead with heart, own their outcomes, adapt under pressure, grow your team, and think big-picture.

Look beyond the surface. Ask better questions. Prioritize long-term potential over short-term polish. Because when you hire the right manager, you’re not just filling a role—you’re shaping the future of your company.

Want help strengthening your management hiring process? Contact us today to learn how we can help you identify gaps, assess leadership potential, and build a stronger, more resilient team.