IMAGINE THAT YOUR JOB has grown — in head-count, responsibilities, workload — and you need to find a number-two person to help you manage.

What traits should you look for?

As a good leader, you’re courageous enough to hire someone as talented as you are and that’s a good start.There are five other qualities to consider:

1. Complementary skills, values and personality. You’ll want someone who can work with you on tasks too big for one manager yet someone who can also work independently.

If you’re good at numbers and strategy, think about someone who can rally people behind your goals.

If you’re an extroverted, charismatic idea-generator, look for an implementer.However, you should share a belief in integrity and teamwork— values important in managing a growing unit.

2. A healthy ego. A number-two person must be able to find satisfaction below the top and accept that he or she will not get as much credit as the leader.

At the same time, leadership ambitions are entirely appropriate.

For example, one ideal candidate might be someone who is aiming at the top spot but understands the value of learning by assisting.

3. Credibility. A number-two manager trusted by the group can be a conduit of information.

Look for someone who’s built loyalty in previous jobs and who can organize information and present it to you clearly so you can set priorities and make decisions.

4. Creativity. No “yes-men” or “yes-women”are needed.A penchant for new ideas and solutions is what you want.

5. Courage and loyalty. Balancing these two traits is a major challenge.Someone who will tell you the hard truth yet won’t betray your confidence is the ideal candidate.

Will you find someone with all these traits?

You might—but more likely you’ll find candidates strong in some areas but needing your help to develop in others.

That’s actually a good thing:. Your relationship will grow as you help each other.

SOURCENOTE: Adapted from CO-LEADERS, by David A.Heenan and Warren Bennis