You probably won't be surprised to learn that most employees don't respond well to autocratic, controlling, or dictatorial leaders. In fact, research suggests that the least desirable type of leader is someone who monopolises decision-making and strictly dictates how tasks should be executed. It can be seriously damaging to everyone's morale and stop people from offering unique perspectives, which can negatively affect business objectives and hammer bottom lines.

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Unfortunately, almost every organisation has at least one leader who exemplifies this approach (you may be thinking of them now). If you're someone involved in the recruitment process, it's crucial to identify and avoid these types of candidates before they wreak havoc within your company.

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In my experience, the most effective way to do this is by asking open-ended interview questions and listening attentively to the responses given.

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For example, start by asking management candidates a question like, “Could you tell me about a time when one of your employees was missing deadlines?” It’s an almost painfully open-ended question, and that’s by design.

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I often ask management candidates to tell me about a time when one of their employees missed a deadline. I deliberately avoid adding phrases like "and you coached them to better performance" to the end of the question, which might inadvertently signal that coaching is the only acceptable response.

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By listening carefully to the candidate's answer, I can often identify warning signs that suggest they have autocratic leanings.

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Here’s an actual response that a managerial candidate gave to the question, “Could you tell me about a time when one of your team wasn't meeting expectations?”

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"My job as a manager is to make sure that all of my subordinates meet or exceed my expectations. Ours is not a department where any missed deadlines are tolerable. But about a year ago, I had an employee who used to be a good performer start falling behind and missing deadlines. I called them in for a meeting and detailed all of the specific areas they needed to pick up and improve. We had check-ins every other day and tracked every one of their deadlines. There were a few times when they started to backslide and tried to make excuses, but I had clearly detailed everything with HR, so we had clear records, and they couldn’t shirk accountability."

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If the candidate refers to their employees as "subordinates" or talks about tracking deadlines through frequent check-ins, it may indicate that they are more interested in micromanaging than collaborating.

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Another red flag is when a candidate doesn't explain why their employee started missing deadlines. A more effective manager would want to understand the root cause of the problem and take steps to address it, rather than simply punishing the employee for underperformance.

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A candidate's willingness to offer solutions and resolutions can also be revealing. Ideally, you want to hire someone who is naturally solution-oriented and proactive, rather than someone who only describes the problem without offering any ideas for improvement.

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In short, identifying and avoiding autocratic managers is a critical skill for any organisation. By asking open-ended interview questions and carefully listening to candidates' responses, you can increase your chances of hiring managers who are collaborative, effective, and capable of leading your company to success.

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