Having a strong, capable leader is essential for project success. Unfortunately, decisions about candidates are often based on weak or inaccurate information. As a result, many organizations don’t have the correct procedures in place to produce a complete and accurate picture of their leading prospects.
Before selecting an IT team leader, it’s crucial to establish what the role requires beyond just technical expertise, advises Thierry Louis, infrastructure operations director at IT training services provider Yellow Tail Tech. In an email interview, he stresses understanding the importance of clearly outlining expected business needs, leadership capabilities, team dynamics, and performance metrics. “Setting clear expectations upfront ensures you’ll select a leader who fits both the technical and cultural needs of your organization.”
Selection Process
The best way to select a new IT team leader is to follow a structured approach, says Akash Tayal, cloud engineering offering leader with Deloitte Consulting. “The process begins by choosing a candidate with technical expertise in relevant areas, a successful technology delivery track record, and a strong followership,” he explains in an online interview.
Look within the team first, recommends Nikita Sherbina, CEO at digital signage provider AIScreen.io. “Internal candidates often understand the company culture and technical landscape better than external hires,” he explains via email. “Pair this with structured interviews, scenario-based problem-solving tasks, and leadership aptitude tests to gauge their ability to lead under pressure.”
Essential Attributes
A successful IT team leader should have a proven track record of earning team members’ trust and respect, Tayal says. “Strong followership is built through effective communication, recognizing and valuing team members’ contributions, and providing support and mentorship.”
An effective IT leader must demonstrate technical proficiency, emotional intelligence, and strong communication skills, Sherbina advises. “They should excel at aligning technical decisions with business goals, fostering collaboration, and resolving conflicts,” he says. “I’ve found that adaptability is critical — especially in fast-moving industries.”
The candidate should be a technology thought leader and innovator who challenges the status quo, Tayal says. “Bringing new ideas to the table is critical for growth in a leadership position, and if they’re unable to innovate outside of the usual practice, growth cannot occur.” He adds that a strong leader is agile, hands-on, and capable of getting into the gritty details when needed.
Warning Signs
A leader must integrate well with the existing team culture, values, and working style. “Overlooking this can lead to friction, disengagement, and a lack of trust,” Louis says. Even the most technically-skilled leader will struggle if they clash with the team’s communication style, problem-solving approach, or work ethic. “The best leaders enhance their team’s strengths and bring people together, rather than disrupt the existing synergy.”
Beware of “brilliant jerks,” Sherbina warns. “While technical expertise is important, leaders who lack people skills can harm team morale and productivity,” he says. “Also avoid assuming that the best developer will make the best leader — leadership is a distinct skill set.”
Seeking Input
Identify potential IT team leader candidates early and provide them with opportunities to hone their leadership capabilities, Tayal recommends. “By doing so, these individuals can gain relevant experience and develop the skills necessary to be successful in a leadership role.” He believes that taking this proactive approach ensures that when the need for a new IT team leader arises, there will already be a collection of well-prepared candidates who have been through a succession process and ready to immediately step into the role.
Before making a formal appointment, Sherbina advises seeking feedback from the team the new leader will manage. “They can provide unique insights into how the candidate interacts with others and handles challenges,” he explains. “Mentorship programs and leadership coaches are also valuable resources for identifying leadership potential.”
Getting It Right
One of the biggest mistakes made when selecting an IT team leader is under-emphasizing technical skills, Tayal says. While leadership and management abilities are crucial, it’s equally important for the IT team leader to have a strong technical background and expertise in relevant areas, he adds. “Deep technical capabilities ensures a leader who can effectively understand and address challenges, provide guidance to their team, earn their respect, and make informed decisions.”
Invest in leadership development early, Sherbina advises. “Providing training and mentorship to potential leaders within your team can create a talent pipeline, reducing the risk of a poor hire when a leadership role opens up.”