THE UGLY TRUTH ABOUT EXECUTIVE HIRING...
Don’t blame your search firm for failed hires! Their expertise is in finding a good match between candidate and company, and they deliver well. But “made for each other” matches don’t guarantee good marriages. You must continually work on them. And that’s not a headhunter’s job. Consider the steps you can take to acclimate a new executive to your culture, get role expectations right and create alliances that help the executive succeed.
Not only are the odds of a failed executive alarming, but they stay stubbornly high whenever execs are in new roles:
Get serious about executive integration!
Unfortunately, a company’s onboarding process seldom extends beyond compliance issues, inadequate to integrate an executive in a new role. Organizations are more successful in retaining and developing employees when they employ mentoring programs. But there are seldom internal mentors available for senior executives. The default option until now has been to use executive coaches.
Executive Springboard mentors differ from coaches. They bring credibility from years of shared functional experience. They can act as sounding boards for decisions, as well as helping to navigate the people issues that often derail leaders. The mentors' work is not remedial. Instead, it is aimed to accelerate executive impact and help sustain it for the long run.
This website uses marketing and tracking technologies. Opting out of this will opt you out of all cookies, except for those needed to run the website. Note that some products may not work as well without tracking cookies.Opt Out of Cookies