In today’s ever-changing world, the success of any leadership team depends on the caliber of the individuals within it. While technical skills, experience, and cultural fit are all crucial, there’s another trait that can truly set a leader apart: agency.
High-agency individuals are resourceful, proactive, and thrive in ambiguity. They don’t wait for permission to solve problems; instead, they take ownership, identify opportunities, and make things happen. These are the people who energize those around them and inspire teams to achieve what once seemed impossible.
But how do you identify such individuals? How do you attract them to your organization and ensure they stay engaged? In this post, we’ll dive into strategies for recruiting and retaining high-agency talent for your leadership teams.
What Is High Agency?
Before we discuss how to recruit high-agency talent, let’s define what agency means in this context.
An individual with high agency demonstrates:
- Initiative: The ability to identify and act on opportunities without waiting for direction.
- Ownership: A sense of accountability for outcomes, whether successes or failures.
- Adaptability: Comfort with uncertainty and the resourcefulness to navigate ambiguous situations.
- Energy: The ability to motivate and inspire those around them, even in challenging circumstances.
These traits are invaluable in leadership roles, where the ability to adapt, innovate, and collaborate can make or break a team’s success.
7 Ways to Spot High-Agency Talent
When recruiting for high-agency individuals, here are some indicators to look for during interviews or while reviewing a candidate’s background:
- Unusual teenage hobbies:
High-agency people often display independence and the ability to go against the grain early in life. For example, a candidate who pursued a unique passion in their youth—despite peer pressure—may exhibit strong agency as an adult. - Energy boosters:
Pay attention to how you feel after interacting with a candidate. High-agency individuals often leave others feeling inspired and energized. If you leave the conversation feeling discouraged, they may lack this trait. - Unpredictable opinions or interests:
Does the candidate have hobbies, opinions, or talents that break stereotypes? For instance, a software engineer who practices dance or a business leader who writes poetry. This signals a willingness to challenge norms and exercise agency. - Immigrant mindset:
Individuals who’ve moved away from their hometown—or even their home country—often display a willingness to take risks and embrace change, both of which are hallmarks of high agency. - Unique content sharing:
High-agency people often focus on substance over popularity. Look for candidates who create or share valuable content well before it becomes mainstream. - Handling tough situations:
Ask yourself: If I were in a crisis, would I trust this person to step up and solve the problem? People you’d call in a difficult situation are likely to be high-agency individuals. - Authenticity and honesty:
High-agency people are often unafraid to share their genuine opinions, even if they go against social norms. They prioritize truth and directness over keeping the peace.
Interview Questions to Identify High-Agency Candidates
To identify high-agency individuals, ask open-ended questions that encourage them to share specific examples from their past experiences. Here are a few to consider:
- “Tell me about a time when you challenged the status quo in your team or organization. What motivated you, and what was the outcome?”
This reveals their willingness to take risks and advocate for meaningful change. - “What’s a project you’ve worked on that you initiated yourself? How did you identify the opportunity, and what was the impact?”
This highlights their ability to take ownership and create value independently. - “Describe a situation where you had to work in a completely unfamiliar environment. How did you adapt, and what did you learn?”
This taps into their adaptability and resourcefulness. - “How do you approach problems that don’t have a clear solution?”
High-agency people often thrive in ambiguity, so this question helps uncover their problem-solving process. - “What’s something you’ve done recently purely out of curiosity or a desire to learn?”
High-agency individuals are naturally curious and proactive about their own growth.
Retaining High-Agency Talent
Recruiting high-agency people is only half the battle. Once you’ve identified and brought them into your organization, you need to create an environment where they can thrive. Here are some strategies:
- Give them autonomy:
High-agency individuals don’t thrive in micromanaged environments. Give them the freedom to take ownership of their work and innovate. - Provide growth opportunities:
These individuals crave challenges and learning. Provide opportunities for them to stretch their skills and take on new responsibilities. - Recognize their contributions:
High-agency people value recognition for their efforts and outcomes. Celebrate their successes and make them feel valued. - Foster a culture of trust:
Agency flourishes in environments where leaders trust their teams and allow them to take risks. Encourage a culture where it’s safe to fail and learn. - Align them with a mission:
High-agency individuals are often motivated by purpose. Make sure they understand how their work contributes to the bigger picture and aligns with their values.
Lessons Learned from This Coffee Journey
Recruiting and retaining high-agency talent is not just about finding people who check the right boxes. It’s about creating an environment where they can bring their full selves to the table and thrive.
As leaders, we need to recognize that high-agency individuals are game-changers in leadership teams. They bring energy, creativity, and an unparalleled ability to navigate ambiguity. But they also require intentionality in how we identify, recruit, and retain them.
If you’re looking to build a team that’s innovative, adaptable, and ready to tackle any challenge, focus on high-agency talent. The investment will pay off in spades.
What’s your experience with high-agency individuals? Have you worked with or managed someone who fits this description? I’d love to hear your thoughts in the comments below!
Useful links
- Hire for potential
- The secret to well-written CV
- How to nail the job interview?
- Agency Is the Highest Level of Personal Competence
Thanks for reading!
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