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And the personal qualities of the employee. Examples of personal qualities of an employee for a resume

Both personal and business qualities of an employee are important to an employer. Which abilities are more important? How to treat negative traits? Each profession has its own characteristics. We will tell you how to make the right choice and how to evaluate a future employee in our article.

Business and personal qualities

The business qualities of an employee are his ability to perform certain work duties. The most important of these are education level and work experience. When choosing an employee, focus on the benefits that he can bring to your company.

Personal qualities characterize an employee as a person. They become important when applicants for one position have the same business qualities. Personal qualities characterize the employee's attitude to work. Focus on independence: he should not do your job, but he must cope with his to the fullest.

Business qualities	Personal qualities
The level of education	Accuracy
Specialty, qualification	Activity
Work experience, positions held	Ambition
Labor productivity	Conflict-free
Analytic skills	Fast reaction
Fast adaptation to new information systems	Politeness
Fast learner	Attentiveness
Attention to detail	Discipline
Flexibility of thinking	Initiative
Willingness to work overtime	Diligence
Literacy	Sociability
Mathematical thinking	Maximalism
Customer Interaction Skills	Persistence
Business communication skills	Resourcefulness
Planning skills	Charm
Presentation skills	Organization
Oratorical skills	Responsible approach to work
Organizational ability	Decency
Enterprise	Devotion
Professional integrity	Integrity
Scrupulousness	Punctuality
Ability to tackle multiple projects at the same time	Determination
Ability to make quick decisions	Self-control
Ability to work with a lot of information	Self-criticism
Strategic thinking	Independence
Striving for self-improvement	Modesty
Creative thinking	Stress resistance
Ability to negotiate / business correspondence	Tact
Ability to negotiate	Patience
Ability to express thoughts	Exactingness
Ability to find a common language	Hard work
Ability to teach	Self confidence
Skill to work in team	Equilibrium
The ability to win people over	Purposefulness
Ability to persuade	Honesty
Good external data	Energy
Good diction	Enthusiasm
Good physical form	Ethics

Choice of qualities

If the resume contains more than 5 characteristics, this is a signal that the applicant is not able to make the right choice. Moreover, the standard "responsibility" and "punctuality" have become commonplace, so, if possible, ask what these general concepts mean. A prime example: the phrase "high efficiency" can mean "the ability to work with a lot of information", while you were counting on "willingness to work overtime."

Such general concepts as "motivation to work", "professionalism", "self-control", the applicant can reveal in other expressions, more specific and meaningful. Pay attention to incompatible qualities. To make sure that the applicant is honest, you can ask to illustrate the characteristics indicated by him with examples.

Negative qualities of an employee

Sometimes they are also included in the resume by the job seeker. In particular, such as:

Hyperactivity.
Excessive emotionality.
Greed.
Vindictiveness.
Impudence.
Inability to lie.
Inability to work in a team.
Restlessness.
Touchiness.
Lack of work experience / education.
Lack of sense of humor.
Bad habits.
Addicted to gossip.
Straightness.
Overconfidence.
Modesty.
Weak communication skills.
Striving to create conflict.

An applicant who has written negative qualities on a resume can be honest, or it can be reckless. Such an act does not justify itself, but if you want to know the possible problems with this applicant, ask him to list his negative qualities. Be prepared to give the person the opportunity to rehabilitate and present negative qualities in a favorable light. For example, restlessness indicates easy adaptation and quick switching from one task to another, and straightforwardness indicates the benefits that he can bring when closing a deal.

Be prepared to give the person the opportunity to rehabilitate and present negative qualities in a favorable light.

Qualities for different professions

Certain professional qualities are needed in almost all activities. You can make it easier for applicants to work and at the same time narrow their circle by adding information about the required characteristics in the job advertisement. For an employee in the field of promotion or entertainment, the main qualities are communication skills, the ability to work in a team, and to win people over to him. The list of winning qualities will also include: charm, self-confidence, energy. In the field of trade, the list of the best qualities will look like this: flexibility of thinking, skills in interaction with clients, the ability to negotiate, work in a team, as well as quick reaction, politeness, persistence, activity.

A leader in any area should have such professional qualities as organizational skills, the ability to find a common language and work in a team, resourcefulness, conflict-freeness, charm and the ability to teach. Ability to make quick decisions, self-confidence, attentiveness and balance are equally important.

The strengths of an employee working with a large amount of data (accountant or system administrator): attention to detail, accuracy, quick learning, attentiveness, organization and, of course, the ability to work with a large amount of information.

The characteristics of a secretary include a variety of positive qualities: skills in interaction with clients, business communication, literacy, the ability to negotiate and business correspondence, the ability to deal with several things at the same time. Also pay attention to good external data, attentiveness, tact and poise, diligence. Responsibility, attentiveness and stress resistance are useful in any profession. But the applicant, writing such qualities in the resume, does not always take them seriously.

Responsibility, attentiveness and stress resistance are useful in any profession. But the applicant, writing such qualities in the resume, does not always take them seriously.

Assessment of the professional qualities of the employee

To avoid wasting time and money testing new hires, companies sometimes evaluate them before hiring. For this, even special personnel assessment centers have been created. A list of assessment methods for those who prefer to do it on their own:

Letters of recommendation.
Tests. This includes routine aptitude and aptitude tests, as well as personality and biographical tests.
An examination for the knowledge and skills of the employee.
Role play or case studies.

The role-play will help you find out in practice whether the applicant is right for you. Simulate the day-to-day situation for his position and see how he handles it. For example, rate his customer interaction skills. Let your competent employee or yourself be the buyer, and the applicant will show what he is capable of. You can set a goal that he needs to achieve while playing, or simply observe the style of work. This method will tell a lot more about the applicant than the column "Personal qualities" in the resume.

When deciding on the assessment criteria, you can rely on business qualities: punctuality, potential quantity and quality of work performed, experience and education, skills, etc. For greater efficiency, focus on the qualities required for the position for which the candidate being assessed applies. To be confident in an employee, consider their personality traits. You can conduct the assessment yourself in the form of a rating of candidates, placing + and - according to certain criteria, distributing them according to levels or awarding points. Avoid judging errors such as bias or stereotyping, or giving too much weight to one criterion.

When hiring, the manager must correctly assess the positive and negative qualities of a specialist. When choosing a candidate for a vacant position, both the professional qualities of the employee and his personal characteristics are taken into account. The new person will have to prove himself and become part of the team.

The staff is selected according to the level of professionalism

What does an employer need

The qualities of the ideal worker are determined by the organizer of labor. This is the owner of the business or another person responsible for recruiting. For him, both business and personal qualities of the applicant are important. The business qualities of an employee are the ability to efficiently and timely perform tasks that are assigned to him by his superiors. This is possible with the appropriate education and work experience in the same field. The manager must understand whether the new employee will be useful for the enterprise.

Assessing the personal qualities of applicants for a vacant position is another task of the manager. It is important that the newcomer is able to prove himself and become part of a friendly team. With the similarity of the business characteristics of the applicants, it is difficult to make a choice. A correct assessment of personal merit will allow you to choose the best candidate.

Professional quality

When applying for a job, the professional qualities of a person are assessed. The manager needs to know if the employee will be able to carry out his tasks. Which ones are most in demand:

education, specialty;
quick adaptation to new working conditions or quick learning;
willingness to work overtime;
professional integrity;
customer interaction skills;
skill to work in team.

Positive properties can relate to a certain mindset, external data or physical form. There are many options. Management preferences for employee characteristics differ. It depends on the characteristics of the profession and the personal wishes of the manager.

Personal characteristics

The personal characteristics of the applicant can make up for his professional shortcomings. Work skills will not help solve problems or conflicts in the team. Therefore, the following are taken into account:

discipline;
politeness;
sociability;
persistence;
tact;
stress resistance.

The employees are also valued: enthusiasm, energy, dedication, punctuality and hard work.

Lack of sociability does not play into the hands of the employee

Indicating negative characteristics in a resume

Sometimes job applicants mention their negative qualities on their resume. This is not always harmful. Maybe a person is showing their honesty this way. We need to check it out. The most common negative qualities in a resume are:

lack of work experience or education;
the presence of bad habits;
straightforwardness;
inability to lie;
problems with a sense of humor.

The employee's attitude to work is idealized by him.

To clarify the situation with the shortcomings, you need to ask the applicant to tell about them in more detail. Then the “restlessness” indicated in the resume may turn out to be a desire to work at a fast pace, switching from one task to another.

And "straightforwardness" means the ability to negotiate with clients quickly and confidently. As a result, it will become clear to the manager what qualities of the applicant are hidden behind the clause "shortcomings".

Finding a good employee begins with the acceptance and analysis of a resume. In it, a person indicates his strengths. Leaders face the challenge of data similarity. This is typical for a resume, in which positive qualities are mechanically inscribed in the column "professional and personal qualities": responsibility, attentiveness, punctuality, efficiency. This does not surprise the employer. Finding out what they mean is very simple: you need to ask the candidates about it. If a person tells in detail about his merits and gives examples, then he meets the requirements of the vacant position.

There is also advice for people looking for work. To make your resume high-quality and non-standard, replace the usual words with new ones: efficiency can mean being able to work with a lot of information or willingness to work overtime.

Human resource selection criteria

Employee assessment methods

There are more effective ways to select a candidate than a standard resume review and interview. The characteristic of an employee's business qualities can be assessed by specialists. Some enterprises have special departments for personnel assessment. Their work is based on the use of such techniques:

testing;
letters of recommendation;
exams;
psychological trainings (role-playing games and cases).

A popular and effective way to assess personality is role play. It artificially recreates the organization of work: the dramatization of difficulties, conflict situations in a team.

In such a game, you can set a goal. This will help evaluate the positive and negative aspects of the competitors for the job.

Influence of the profession

Labor activity requires certain professional skills from a person. To simplify the process of finding a new employee, it is important to narrow down the pool of applicants for the vacant position. To do this, in an advertisement for a job, you need to indicate certain characteristics:

For the service sector: sociability, ability to work with clients, politeness, courtesy, flexibility of thinking, etc.
For entertainment and promotion: teamwork, communication skills, ability to motivate people, charm and energy.
For office vacancies (accountant, system administrators, etc.): mathematical mindset, attentiveness, organization, ability to work with a large amount of information.

There are universal characteristics. Employers always value attentiveness, dedication, and resistance to stress. People looking for a job know this and put these qualities on their resume. It will not help to find a vacancy. The employer needs information about the specific skills of the applicant.

Professionalism and excellent knowledge in the field of work of the enterprise does not make a person the best among candidates for a job. There are qualities that may be more important: attentiveness, hard work, and good looks in the service sector are critical.

For office workers, these qualities are not so important. The list of requirements for a candidate for a job depends on the specifics of the job. Therefore, it is important to consider competitors comprehensively: their professional skills, personal qualities and lifestyle.

Each person is not just a biological object, but also a person with his own views, attitude towards the world and the people around him. The conditions for the fullest development of the individual and his best qualities - moral and professional - must be created by society. And a person, satisfying the needs for self-development, self-improvement and self-actualization, moves forward and benefits himself and others.

What are the moral ones that should prevail in a harmoniously developed individual? Let's take a closer look.

An old look in a new way

For a long time there was a contrast between professional and They were at different poles. What distinguished people of one profession from workers in another was considered professional qualities. This view is somewhat outdated.

In a business environment, there is no longer a separation between a person and a professional. A merger has taken place. Now professional and personal qualities exist in conjunction with each other. Let's talk about this in more detail

Professionally significant personal qualities

As mentioned above, they are characterized by universality, regardless of a particular profession and type of activity, and complementing each other.

All qualities do not appear out of the blue. They must be formed in a person. Something is laid down from birth by parents, something appears later: at school, institute, in the process of building a career.

In terms of professionalism, it is not just a set of technical work skills. An important role is played by the personal qualities of a person, after all, he does not live in a vacuum, but communicates with other people. And for this, interaction is needed on a personal, human level, and not on an official one. The more interesting the interlocutor, the better the conversation and its outcome will be.

Ideally, the professional and personal qualities of a specialist should complement each other. This is what we should strive for. Therefore, the task of everyone is to develop their personal qualities and make them help in the professional sphere.

Self-confidence, focus on results, creativity, ability to control emotions, benevolence: the list goes on for a long time. All these have long been professional and personal qualities.

Difficult choice of leaders

Fierce competition literally makes you have not only the highest qualifications in your field, but also a whole set of human qualities. Ideal situations are rare. It is not always that both are present in one individual. You can be an excellent specialist with a lot of diplomas and courses, but an unbearable person or, even worse, a mean person. Or, on the contrary, he is a decent, kind, gentle person, but his level of professionalism is rather weak.

Then the employer has to make a difficult choice. In the case of direct work with clients, it is best, of course, to focus on personal characteristics and moral qualities. Since the lack of professional knowledge can be filled in the process of work, and it is almost impossible to make a calm and reasonable person out of a rude, unbalanced person.

Personal indicators

Morality plays an important role in any activity. They help build relationships with colleagues, subordinates or staff, and work more effectively with clients. If an employee knows how to find an approach to the customer, understand his problems and help, then they will come to him much more willingly and more, and this will affect sales, his salary and the company's income.

For a long time, there was an opinion that business cannot be honest, which means that everyone who is engaged in it is deceiving, lying and dissembling. This point of view remains to this day. Practice shows that honesty is not only important and necessary, but also beneficial. It works for the image of the company and the person.

Moral qualities are divided into negative (vices) and positive (virtues). Generosity, kindness, conceit, stinginess, generosity characterize both the person himself and those who represent or support him.

How to lead competently

Personal qualities and moral principles (in relation to the business and work environment) are important not only for employees. First of all, the leader should have them. He is an example for his employees, partners and customers. For effective management, you need a leader.

The professional and personal qualities of a leader must be developed in oneself. The ability not only to motivate oneself to work, but also to direct others, to lead a team - this is what distinguishes a real leader from just a boss with a chair and position.

Let's list some of the necessary business qualities of a leader.

Competent planning

In any business, especially in business, the ability to predict and anticipate situations is a big plus in helping to avoid possible problems in the future. For a leader and leader, this is one of the main qualities. Not only situations are planned, but also expenses and incomes.

Openness

A manager who trusts his subordinates as much as possible, does not hide the current situation from them and seeks to resolve emerging issues together with the team, will always be in a more advantageous position.

Personal example

The manager's business qualities should be the benchmark for his subordinates. By example, he leads. For this, the leader educates and develops in himself and tries to eradicate the negative.

Decency

In the relationship between the boss and the subordinate, there must be respect and fair attitude towards the latter. No humiliation of honor and dignity. Never scold a subordinate with the whole team. It is better to resolve all issues in private, behind closed doors.

With this approach, you do not have to worry about the climate in the team. Each employee will know that his actions, decisions and deeds will be evaluated fairly and objectively. In this case, the initiative of employees will grow, the desire to do something will increase. With the opposite approach of the leader, resentment, misunderstanding, dissatisfaction, anger, depression and pessimism are guaranteed. Of course, this cannot positively affect a person's labor activity and the work of the team as a whole.

Adequate self-esteem

The leader must be able to evaluate not only others, but also himself. Both underestimated and overestimated perceptions can be dangerous. It is very difficult to work under the guidance of a boss who believes that he cannot be wrong simply by definition. Most likely, there is a staff turnover in such teams, which is not conducive to work.

The teacher is always right

A leader is not only a director at a firm or large enterprise. The teacher also has this status. He also leads a team, but a special one, for children. This is sometimes more difficult than working with adults.

In working with children, professional and personal are especially important. He is responsible not only for himself, but also for his pupils.

Here you need to take into account both the professional requirements for a teacher as a specialist in a particular subject, and human qualities. Love for people, and especially for children, is one of the main ones. Understanding the child's problems, his mental state, empathy, tact, respect for his opinion and real help are the professional and personal qualities of a teacher.

Any children's, teenage, youth team presents a lot of surprises. Children are active, mobile, stubborn. The task of the teacher is not to break loose, to be able to restrain their negative emotions, to remember tact when dealing with difficult guys.

The justice of the teacher is very important in the analysis of children's pranks and conflicts. Subjectivity and bias are unacceptable!

A teacher is an organizer in the life of schoolchildren, students, an active person, a creative person. He is always ahead. I want to follow him, imitate his words, deeds.

A teacher must be competent in many areas, constantly improve his level, both subject and cultural.

Conclusion

Thus, the importance of the professional, personal, moral and business qualities of each employee, both a manager and a subordinate, is obvious. They directly affect success in work, business, career development, networking and interaction with others.

Therefore, it is necessary to constantly improve oneself, to study at various courses, seminars and trainings.

Professional qualities for a resume: the most important thing in 1 minute

Professional qualities for a resume

Professional qualities - this is how you can characterize the totality of personal qualities, as well as all the skills that a person managed to acquire during his professional activity. They can help you improve in the future and bring tangible benefits to your company.

Sometimes there are qualities that can be called professional only conditionally. For example, referring to them as "developed sense of humor", the applicant is unlikely to attract the attention of a recruiter. Unless a person is looking for a job as a host of parties - then the sense of humor can still be called professional.

Strong professional qualities for resume

striving for professional growth;
the ability to persuade;
increased efficiency;
analytical thinking.

All this will allow the recruiter to navigate and understand how to build communication with you and what qualities of yours to try to better reveal during the interview.

For example, the same lack of experience can be complemented by such qualities as result orientation and quick learning. Thus, the employer, realizing that there is no need to expect instant results from a new employee, still gets the opportunity to create from him exactly the kind of specialist that is required. If your future employer is forward-thinking, you have a good chance.

Examples of professional qualities in the resume

It must be remembered that when listing any of the professional qualities, you need to coordinate this list with the requirements that apply to the position. For example, accuracy can hardly be attributed to professional qualities and defining criteria for a candidate applying for a top manager position. But it can turn out to be a very tangible plus for the secretary position. Therefore, when choosing professional qualities for a resume, consider how one or another of them will be appropriate for you in your future position.

Here are several situations associated with certain professions for which some specific qualities are required.

An example of professional qualities for a manager's resume

a responsibility;
working capacity;
the ability to negotiate;
enterprise;
ability to make decisions quickly.

An example of professional qualities for an accountant's resume

diligence;
accuracy;
punctuality;
organization.

An example of professional qualities for a resume of a sales manager

the ability to find a common language with people;
oratory skills;
the ability to quickly navigate the situation;
creativity.

As you can see, the difference in professional qualities is obvious. It all depends on what vacancy you intend to apply for. But do not forget that the list of qualities should not be too long. If it contains about 10 points (or even more), then there is a high probability that your resume will be put aside: after all, the recruiter will get the feeling that you are simply praising yourself. Show moderation and the recruiter will evaluate your professional qualities on the resume.

The qualities of most specialists are divided into three groups: professional, personal and business.

The professional includes those that characterize any competent specialist and the possession of which is only a necessary prerequisite for the performance of his duties as a leader. They are:

- a high level of education, production experience, competence in the relevant profession;
- open-mindedness, erudition, deep knowledge not only of their own, but also of related fields of activity;
- striving for constant self-improvement, critical perception and rethinking of the surrounding reality;
- search for new forms and methods of work, help others, their training;
- the ability to plan your work, etc.

There are three groups of skills that form the basis of the professional activity of a manager: conceptual (at the highest level, its share reaches 50%), interpersonal and special (technical). At the lower levels of government, its share is also about 50%.

The personal qualities of a leader should also not differ much from the qualities of other employees who want to be respected and reckoned with. Mention may be made here:

- high moral standards; - physical and psychological health; - internal and external culture;
- justice, honesty; - responsiveness, caring, kindness to people; - optimism, self-confidence.

However, a person is made a leader not by professional or personal, but by business qualities, which must be attributed to:

- knowledge of the organization, the ability to provide its activities with everything necessary, to set and distribute tasks among the performers, to coordinate and control their implementation, to induce to work;
- vigor, dominance, ambition, striving for power, personal independence, leadership in any circumstances, and sometimes at any cost, an overestimated level of aspirations, courage, decisiveness, assertiveness, will, exactingness, uncompromising in asserting their rights;
- contact, sociability, the ability to win over people, to convince them of the correctness of their point of view, to lead;
- purposefulness, initiative, efficiency in solving problems, the ability to quickly choose the main thing and concentrate on it, but if necessary, it is easy to reorganize;
- responsibility, the ability to manage oneself, one's behavior, working time, relationships with others, educate them;
- the desire for transformations, innovations, the willingness to take risks yourself and to drag subordinates along with you, etc.

Requirements for leaders in relation to these qualities are not the same at different levels of management.

On the grassroots, for example, decisiveness, sociability, some aggressiveness are valued; in the middle - mostly the ability to communicate, partly conceptual skills; at the highest levels, the first place is given to the ability to think strategically, assess the situation, set new goals, carry out transformations, and organize the creative process of subordinates.

According to management experts, the rarest quality of a leader at all levels is objectivity.

Since a manager of any level not only organizes and directs the work of employees, but, if necessary, influences their behavior, including off-duty, he must be well prepared pedagogically.

There are a number of national characteristics that complicate the development of leadership qualities in Russian managers. Some of them are due to the cultural specifics of the country, others are due to the recent past of Russian organizations and enterprises, and still others are associated with the youth of Russian business. Key features include the following:

- domination of personal relationships over professional ones. This situation can be considered normal only at the stage when companies are just being formed and loyalty is more important than professionalism. But in established firms, they serve as a hindrance to making optimal decisions. In many Russian organizations, in fact, an alternative hierarchy has developed, built on personal connections and often contradicting the requirements of the case;
- the inability to work in a team, which today is becoming an obstacle, especially in organizations such as legal and consulting firms, research and production companies;
- excessive control and unclear distribution of responsibilities, giving rise to theft and corruption at different levels;
- lack of experience and culture of staff, emphasis on financial ways to stimulate employees and insufficient attention to other, no less effective factors of motivation - involvement in a common cause, emotional attachment to a job or a team, etc.

Investigating the personal and business qualities of a manager allows the graphical profile method, which consists in the fact that experts (senior managers, colleagues, subordinates) on a 5-point scale assess the frequency of manifestation of the qualities listed or formulated independently.

Then a graph is built on which the assessment factors are laid down horizontally, and its upper and lower boundaries are laid down vertically. Within their framework, the following are distinguished: superzone, prospective, potential and nominal zones.

To determine the upper and lower boundaries, the maximum and minimum quality assessments for a given set of studied managers can be used, and for the internal boundaries of the zones - averaged ones (calculations are carried out with an accuracy of 0.1 points). Individual profiles of the assessed managers are superimposed on the overall chart, making it easier to compare them.

It is necessary to say separately about the specifics of the manifestation of business qualities in women. They, as a rule, adapt worse than men to leadership positions due to the need to combine difficult working conditions, irregular working hours and household chores.

In addition, women in general are less mentally stable, independent, proactive, courageous, able to control themselves, overcome difficulties, and retire earlier.

Often, a professionally well-trained woman cannot adapt to a stereotype of management, tailored according to a male model and assuming as a positive model the presence of purely masculine qualities - rigidity, assertiveness, authoritarianism, a tendency to impersonal management, moral asceticism. In this situation, a woman must break herself and accept a model of behavior that is contrary to her nature (this is what the first women leaders did), which affects her usual way of life, or make enormous efforts to establish a female management style. The current generation of women leaders are already developing their own approaches based on their experience.

Therefore, women are more likely to be content with middle positions or run small organizations (departments) with a simple structure.

But in any case, women in leadership positions differ significantly from women in general (male managers are more typical than women, representatives of the same gender). They must have more strengths and fewer weaknesses, be able to manage subordinates, be more demanding than men in order to be successful.

The main characteristics of strong managers in Russian firms are:

- deliberate search for contacts with employees in the workplace; - striving to increase their authority;
- maintaining independence in judgments and actions; - the desire to create a workable team and rely on it in work; - the ability to block the intervention of top management; - the inexorableness of demands for the implementation of their own recommendations; - the desire to develop their own position; - the ability to correctly distribute responsibilities; - the desire to have clear goals of work and development; - lack of attempts to evade decision-making; - ability to achieve a uniform way of thinking and acting.

Signs of a weak leader include:

- inability to assess problems and predict the development of the situation; set goals; - the use of stereotypical approaches; - overestimated self-esteem, the desire for self-affirmation at any cost; - an attempt to do everything yourself: participate in everything, do several things at the same time, which is why he always does not have time;
- work late, 10-14 hours, often seven days a week; - littered with papers, many of which have not been read and scattered haphazardly on the table; - postponing decisions until tomorrow or making hasty decisions; - endless search for better decisions instead of correct ones; - presentation of reality in black and white; the tendency to make an elephant out of a fly, to pay a lot of attention to secondary issues; - the desire to get rid of responsibility and to blame others; search for a scapegoat; - the manifestation of excessive emotional reactions, etc.

The foundations of a leader's success are:

Interest and creative position; - ability to cooperate, motivate subordinates; - ability to see the main thing; - willingness to change and manage them; - broad outlook; - ability to manage oneself and one's time; - willingness to maintain contacts with subordinates; - independence in judgments and actions ; - exactingness; - having one's own position in relation to the goal of work and development; - the ability to correctly distribute responsibilities; - the willingness to take responsibility for decision-making, risk; - the ability to create a team, etc.

In conclusion, I must say about the image of the leader. It is shaped by the furnishings of the office, clothing, appearance, behavior, neatness, taste, etc. All of them, in a certain way, are symbols that must correspond to the affairs and position of the company.

In office premises, it is better to emphasize equality: for example, in the reception area, place chairs in a row, and not opposite each other, do not hang the office with photographs of bosses and awards, because this creates an idea of the hierarchy of the organization and the ideology of its internal life.

Subordinates are impressed by a leader who admits mistakes, does not try to evade responsibility, and makes decisions boldly.