What Personality Traits Should You Look for in Prospective Franchise Owners?
“People are practically lined up at our door, wanting to buy our franchise,” says one executive who launched an automotive service franchise company five years ago.
She’s in a great position! People want to get in the door and own her franchise. But let’s stop and think, because the success of any franchise doesn’t depend on having a lot of owners or locations. The success hinges on having the right owners. And finding those owners depends on selling to them strategically, to be sure your new franchisees are the best you can possibly recruit.
Successful franchisees tend to share a distinctive mix of ambition, discipline, and people‑centered leadership. They’re not extreme risk‑takers or rigid rule‑followers – they’re balanced operators who respect a proven system while still pushing for growth.
The framework below highlights the traits that most reliably predict long‑term success in a franchise environment.
Core Personality Traits to Prioritize
1. Coachability
Franchising is built on systems. Strong candidates:
- Follow established processes rather than improvising
- Welcome guidance and constructive feedback
- Appreciate the value of franchisor support and direction
Coachability is one of the clearest indicators of whether someone will thrive within a structured model.
2. Resilience and Emotional Steadiness
Every business faces challenges – seasonal dips, staffing issues, unexpected disruptions. High‑performing franchisees:
- Recover quickly from setbacks
- Focus on solutions instead of assigning blame
- Maintain a steady, optimistic outlook
This trait often separates those who endure from those who burn out. So when you are screening potential buyers, ask them to describe challenges they have overcome successfully until now in their professional lives.
3. Strong People Skills
Franchisees lead teams and serve customers daily. Look for individuals who:
- Build rapport easily
- Communicate with warmth and clarity
- Are comfortable hiring, coaching, and retaining staff
- Naturally prioritize customer experience
People skills often determine whether a location becomes merely functional or truly exceptional. How do you screen for these skills? First, you can take time to talk in depth with potential buyers, being aware at all times of how they communicate and whether they interact with you in a respectful way. Are they good listeners, for example? And do they talk about previous bosses and subordinates in a respectful and insightful way? (If people are irritated or hostile toward the people in their pasts, they are likely to be that way toward your people if they come on board.)
4. Accountability and Ownership
Top operators take responsibility for outcomes. They relish the opportunity to:
- Track performance metrics
- Make decisions based on data
- Avoid excuses and focus on what they can control
This mindset drives consistent, predictable results. So look for owners who express an upbeat and enthusiastic drive to learn new skills and take on new challenges.
5. Balanced Decision‑Making
Ideal candidates are:
- Thoughtful but not indecisive
- Comfortable with calculated risks
- Focused on outcomes rather than distractions
This blend of discipline and initiative is well‑suited to franchise operations. One effective approach is to ask a hypothetical question and observe how they would approach it. For example, you can ask, “If you find that you are not attracting enough customers in your location, what strategies would you develop to solve the problem?”
Discipline and Consistency
Franchises thrive on repeatable processes. Candidates should be comfortable with:
- Routine
- Standards
- Checklists
- Predictable workflows
Those who dislike structure may struggle. So be sure to ask potential owners about their professional past. What techniques did they apply to reach successful outcomes? Do they have ideas about how they might do better if they own one of your franchises?
7. Adaptability
Even within a system, change is constant—technology, marketing strategies, labor markets. Strong candidates:
- Learn quickly
- Embrace updates
- Stay open to new tools and methods
Adaptability keeps franchisees aligned with system evolution.
Motivation and Drive
Successful franchisees bring energy to the business. They:
- Set goals and pursue them
- Take initiative
- Maintain enthusiasm even during challenging periods
And they don’t just think about what to do. Every day, they set goals and take steps to reach them.
Practical Screening Questions
Use these prompts to reveal how a candidate thinks and operates:
- “Tell me about a time you followed a system that wasn’t your own.” This question evaluates coachability.
- “Describe a setback you faced and how you handled it.” This question shows resilience.
- “How do you motivate people?” This question reveals leadership style.
- “What metrics do you track in your current role?” This question indicates accountability and business discipline.
- “Why franchising instead of starting your own business?” This question helps determine whether they truly value structure.
Bottom Line
The ideal franchise buyer blends ambition with humility, discipline with flexibility, and people‑orientation with data‑driven thinking. When you find someone who respects the system yet brings energy and initiative to it, you’ve found a candidate who can grow with your brand.
About Evan Hackel
Evan Hackel, MBA, CFE (Certified Franchise Executive), is an author, speaker, consultant, and entrepreneur who has helped launch more than 20 businesses and led brand portfolios exceeding $5 billion in systemwide sales. He is President of the New England Franchise Association, creator of Ingaged Leadership, author of Ingaging Leadership: The Ultimate Edition, and CEO of Ingage Consulting.
To explore speaking, consulting, or franchise advisory support, visit www.evanhackel.com.
