Ability Gets You Noticed. Humility Gets You Promoted

By Randall C. Resch

A six-year tower wanted to be his company’s next supervisor, noting, “I’m the best candidate we’ve got for the position,” while describing his fellow drivers as “…a bunch of incompetent twits!”

He asked if I’d share some direct “pointers” on what it takes to be considered for a supervisory position. The company he worked for was considering hiring a driver manager, either from within or through an outside search.

Having worked for a competitor, I remembered him as a tower with better-than-average industry skills and one who always displayed a noticeable superiority complex. He was always ready to work and had all the equipment expected of him.

Compared to other drivers, I considered him “the exception to the rules.” He didn’t whine or complain, accepted every call assigned to him and eagerly worked past quitting time. His dispatchers loved him, and he was well-liked by the other drivers.

Although I considered him “ahead of the pack,” life was all about “him.”

Why Not Me?

As we talked, I heard his enthusiasm as he described the supervisor he’d likely become. He had ideas and visions for making the company better. His motivation was in line with a supervisory position—until he said, “The boss doesn’t freakin’ know what he’s talkin’ about!”

I felt that level of disdain could be hiding a dubious personality trait.

While I’m inclined to agree that some bosses don’t know what they’re talking about, some have still managed to build companies big enough to have employees and solid enough to stay in business. Somewhere within the boss’s “inability” to learn the industry’s nuts and bolts, he had managed some level of success running the company.

When I heard, “The boss doesn’t know what he’s talkin’ about,” I perceived an active ego that needed a lesson in reality.

So I asked if we could talk frankly about what steps might help his search. I thought I’d first address his attitude to see if that might stand in his way.

What I felt he didn’t understand was that, although his skills outpaced those of his peers, attempting to override the company owner or current management team wasn’t the path to making friends and influencing people.

Step one: “Dude, read the room and see whose name’s on the door.”

Hold the Door

I didn’t like the manner in which he rebelled against his boss’s way of doing things or the company’s rules.

I asked him, “Who are you to change the rules?” And, “What’s the possibility or potential that you’d even be considered?”

If “urge” was his driving force toward becoming a supervisor, wouldn’t becoming an owner better suit his ideas?

When considering a supervisory position, applicants have to have skills—and be skilled. Being a driver for five, ten or even fifteen years might make someone a great operator, but the responsibilities of a tow supervisor also include increased hours, interaction with employees, workload, stress and overload.

There’s so much more.

An all-around, all-inclusive supervisor should:

• Be a natural leader experienced in training and supervising others.

• Demonstrate the patience, tolerance and interpersonal skills necessary to deal with a multitude of personalities, abilities and attitudes.

• Effectively lead employees on a daily basis.

• Be experienced in handling damage claims, law enforcement contracts and all facets of business operations.

• Be ready to jump in a truck and handle calls when needed.

• Have the respect of peers and personnel.

The road to supervisor is a long process that typically comes with time and grade. When towers have abilities beyond their peers, some company owners recognize that experienced candidates have more to offer.

But all talk and no action ain’t impressive!

The ideal supervisor doesn’t hide behind a desk. It doesn’t work that way.

Humility Is Endearing

If a supervisory position isn’t openly discussed or advertised, ask the HR manager or owner for an informal sit-down. Bring a “neatly prepared resume” and humbly “sell the fact” that you’ve got something to offer.

Rest assured, a little well-emphasized ability is far different from arrogance and conceit.

Positive thinking helps demonstrate that you’re a qualified supervisor while continuing to build your industry skills. A complete resume makes for a better, well-rounded applicant. Sign up for supervisory courses and seek topic-specific industry training. Ask yourself: What makes you the better candidate?

Your work history should demonstrate the knowledge and experience needed to meet the company’s needs. And somewhere in that education and experience, an overactive ego may need to be tempered with humility.

At conversation’s end, I think he and I found some common ground. I told him that changing his attitude would better serve his chances of being selected.

I advised him to get humbled, stay motivated and not give up on himself.

I reminded him to be fully aware that it’s the boss’s name on the door, not his.

And yes, “boss is a four-letter word,” but it’s they who hold the proverbial keys.