Hi Reader,
After nearly three decades in executive search, particularly within the consumer and retail sectors, I’ve witnessed firsthand what separates a mediocre shortlist from an excellent one.
Here are some key insights to consider when crafting a leadership shortlist.
1. Three core considerations
When evaluating potential leaders, there are three critical factors to assess:
- Capability: Can they do the job? Are there tangible contributions and accomplishments backed up with hard evidence and numbers?
- Motivation: Do they want the job? Are they genuinely motivated to take on the role?
- Cultural Fit: Will they integrate with the existing team and organisational culture? This is often the most challenging aspect to assess and can determine whether a candidate thrives or fails.
2. The importance of cultural fit
While experience can be more straightforward to evaluate, cultural fit is the real challenge. Leadership isn’t just about having the right qualifications; it’s about aligning with the company’s purpose, values, mission, and team dynamics. A leader who fits well culturally can inspire and drive a team to success, while a poor fit can disrupt even the most capable team.
3. The wild card: embracing diverse perspectives
When I present a shortlist to my clients I often include one “wild card” candidate with a less conventional background - a slightly off-brief profile. For example, this person might lack specific industry experience but brings a fresh perspective and innovative ideas to the table. Very fixed views on a desired leadership profile can limit the candidate pool significantly. So including a slightly off-brief candidate encourages the hiring team to think differently and avoid the trap of hiring more of what they already have. A balanced leadership team with complementary skill sets is critical to long-term success.
4. Practical considerations: compensation and budget
It’s the responsibility of the executive search consultant to ensure that all candidates on the shortlist fall within the company’s budgetary constraints. Nothing is more frustrating than finding the perfect candidate only to discover that they are outside the financial reach of the organisation. Clear communication about compensation expectations can prevent wasted time and disappointment.
Final thoughts
The above principles are a solid foundation for building a shortlist that leads to successful leadership placements.
Remember, the goal is not just to fill a position but to find a leader who will thrive and drive the organisation forward.
For companies looking to build a strong leadership team, focusing on capability, motivation, cultural fit, and diverse perspectives will help ensure that your shortlist is not just good but exceptional - setting the stage for future success.
If you want to discuss your leadership needs further or refine your shortlist process, please contact me.
To your success,
Guy Day
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