Beyond Skills: The Case for Prioritizing Character in Leadership

I recently come across an MIT Sloan Management Review article on making character count in hiring and promotion decisions, and it’s easily one of the best leadership pieces I’ve read in a long time. Here are my key takeaways:

In leadership, character isn’t just a "nice-to-have"; it’s the linchpin of lasting success. Too often, we hire for competence and fire for character, as illustrated in the case of Boeing. The company’s trajectory wasn’t disrupted by a lack of skills but by leadership decisions that undermined public trust and eroded brand value. It’s a compelling reminder that character-based judgment is essential - especially at the top.

While many leaders think they assess character, it's often equated with “values fit” or an overemphasis on traits like drive and accountability. What gets lost? Essential qualities like humility, empathy, and balanced judgment. Overlooking these dimensions risks infusing toxicity into an organization’s DNA, deterring high-character individuals from staying engaged or even staying at all.

We know that the foundation of any culture is built by the people within it - and their character shapes the organization’s reputation, resilience, and culture. Leaders must recognize that assessing for strong character in hiring and promotions isn’t just good for culture; it’s a competitive advantage.

Character assessments don’t fit neatly into standard interview rubrics; they’re personalized, dynamic conversations that reveal who someone is beyond what they can do. These conversations uncover the full spectrum of character - eleven interconnected dimensions that can’t be isolated, from courage to temperance (details on all 11 dimensions can be found in the article referenced above). For example, without humility to balance courage, we risk reckless decision-making. Character is multi-dimensional and needs a holistic approach.

Incorporating character into hiring and promotions is not just about today; it’s about sustaining culture and performance in the long run. This mindset shift can boost psychological safety, increase engagement, and develop leaders who create followership. As companies battle for top talent, prioritizing character can mean the difference between being an employer of choice or simply getting by.

So next time you’re in the hiring or promotion process, ask: Are we focused solely on competencies and ignoring character? Competencies may build functional expertise, but it’s character that determines if a leader will steer the organization responsibly and sustainably. Character defines legacies.