We interviewed Guy Mounier investor on how he identifies resilient people
1. What does resilience mean to you personally, and how do you recognize it in others?
Resilience is the #1 skill I am looking for in a new hire. It goes together with adaptability and coachability of the person, as one can only be resilient if we can deal with challenges constructively and without getting paralyzed.
I recognize it in others through the stories they tell me about how they delt with adversity, how they persevered through many rejections or disappointments until they achieved their goal.
2. How does resilience play a role in the work you do today?
In a fast-paced startup environment, which often feels quite chaotic, the key to resilience is in handling competing priorities and bad news without getting distracted. Resilience is essentially measured as an ability to act in the face of significant uncertainty or downright adversity and not feel paralyzed by the headwinds.
3. Are there specific qualities or behaviors you look for when trying to identify resilient people?
If looking at a resume or LinkedIn profile, or asking interview questions, you look for startup experiences, challenging projects, high-level sports achievements, etc. as an indicator of someone who is proactive and doing high-risk / high-reward activities. Such conditions tend to shape the person to become highly resilient.
4. How has your own perspective on resilience evolved over time?
Soft skills in general, and resilience in particular, have become critical criteria for me. I found that hard skills can be learned quickly, and easy to push to AI Assistants. Resilience, Empathy, and Strategic Thinking are the top 3 skills I look for in any job function. All three can be taught, so long as the person is coachable.
