What do you do if you're interviewing a senior executive and want to assess their key qualities?

Especially effective senior executive leaders have a learning orientation, and they express curiosity rather than anger when well-calculated decisions fail to work as expected. Here are three questions to explore a candidate's learning orientation: 1) Tell us about two failures. What happened and what did you learn from each one? 2) What does the phrase "fail forward" mean to you? 3) What is something that you recently learned? What prompted you to learn it and what was your process for learning it?

Realizo perguntas fora do campo profissional e aguardo com que as reposta reflitam sobre o seu posicionamento diante da sociedade. Quer conhecer alguém, avalie suas condutas e comportamentos fora do ambiente no qual está sendo avaliado. As pessoas, de modo geral, apresentam uma capacidade empírica de teatralizar as rela??es manipulando a vis?o do outro sobre sua personalidade.

When evaluating a senior executive's leadership abilities, it's crucial to explore their track record in depth. Real-world examples of their leadership during challenging times can be particularly telling. Emotional intelligence is often the linchpin of leadership effectiveness, so understanding how they've managed interpersonal dynamics under stress can provide valuable insights into their suitability for your organization. It's not just about past success, but how their leadership approach fits with your company's culture and future direction.

Desde mi perspectiva el estilo de liderazgo de un alto ejecutivo es el punto de partida para decidir si lo contrato o no. Mediante preguntas observo tanto sus habilidades personales como sus habilidades técnicas específicas para el puesto. Pero para poder observar esto en el candidato primero en mi tiene que estar desarrollada muy profundamente la habilidad de la escucha. Porque solo a través de ella lograré detectar el paradigma desde el cual percibe el mundo.

In my experience from 'both sides of the table' - as the Head of HR and Consultant/Executive Coach/Mentor, I have used a series of pen-paper exercises plus tools (NOT psychometric tests!) such as STRENGTHSFINDER & BP10 - both from Gallup, to 'complete the picture' of the incumbent. This approach has been greatly beneficial since along with understanding their suitability vis-a-vis knowledge, skills & experience; we are able to assess them on parameters such as values, personality, strengths, emotional competence, leadership style, assertiveness etc. And the beauty is that this method completely eliminates subjectivity, personal opinions/biases and gut feel since it is based on science and logical evaluation.

Assessing senior executives requires a multifaceted approach. Probe into their leadership track record, seeking examples of how they navigated challenges and fostered team success. Look for signs of emotional intelligence, vital for effective leadership. Additionally, gauge their strategic acumen through scenario-based inquiries, evaluating their ability to foresee industry trends and formulate long-term plans. A holistic assessment ensures alignment between candidate qualities and organizational needs.

During an interview with a senior executive, it is crucial to assess their strategic acumen, which is essential for steering the company towards its long-term objectives. Presenting hypothetical scenarios related to their industry and asking the candidate to outline their strategic approach can showcase their market understanding, critical thinking, and forward planning skills. Demonstrating problem-solving abilities and the capacity to anticipate future trends are vital qualities for a high-level executive role.

Strategic acumen refers to a leader's ability to think strategically and make informed decisions that align with the long-term goals and objectives of their organization. It involves having a deep understanding of the organization's industry, market, competitors, and internal capabilities, as well as the ability to anticipate and respond to changes and challenges effectively. Leaders with strong strategic acumen can analyze complex situations, identify trends and opportunities, and develop and execute strategies that drive sustainable growth and competitive advantage. They are adept at setting priorities, allocating resources, and navigating uncertainty to achieve desired outcomes.

An example of vetting a senior executive strategic approach would be presenting one of the goals of the organization and asking him/her to come up with strategies on how to fulfill that goal if hired into his position/role.

To evaluate a senior executive's strategic acumen, consider the following techniques: ? Business Simulations: Engage them in simulations that test their ability to analyze market trends, develop growth strategies, and make data-driven decisions. For example, conduct a simulation that requires them to lead a virtual company through a period of economic uncertainty or industry disruption. ? Case Studies: Present case studies that delve into industry dynamics, competitive landscapes, and long-term planning. Ask them to analyze the situation, identify key issues, and formulate strategic recommendations. Their responses should demonstrate a deep understanding of the business environment and the ability to think strategically.

In the ever-evolving business landscape, adaptability is a crucial trait for any senior executive. Understanding moments when they had to pivot strategies or adopt new technologies to remain competitive is key. Their ability to articulate successful adaptation in the past can indicate their readiness to lead through periods of transformation and change effectively. A candidate who can demonstrate past adaptability is likely well-prepared to tackle future challenges and lead their organization through dynamic environments.

Adaptability to the business landscape though considered as a necessity for a senior executive, can only be tried and tested in a real world environment. Be sure not to disqualify an executive who has never been called to demonstrate adaptability due to change, perhaps this is a trait to be tested in the current challenge. If the person is a senior executive then most likely has had past experience in adapting to transformation change; i.e. adopt to new norms and conditions. Focus on debating cases where others were supported in overcoming change and adopting, what barriers one managed to overcome and how the company benefited from the executive’s leadership towards the changing landscape.

Geralmente pe?o para que conte experiências onde teve que fazer algum ajuste de rota muito forte, Devido alguma mudan?a de mercado ou alguma considera??o que n?o foi feita antes de iniciar um projeto importante. Isso geralmente me faz entender a capacidade de adaptabilidade deste candidato

To assess a senior executive's adaptability quotient, consider the following approaches: ? Situational Interviews: Present unexpected scenarios to gauge their ability to think critically, adjust quickly, and make decisions under pressure. For instance, ask them how they would respond to a sudden change in market conditions or a major operational disruption. ? Behavioral Interviewing: Ask questions about how they have handled change and uncertainty in the past, highlighting their resilience and problem-solving skills. Inquire about specific examples where they successfully navigated a challenging situation or adapted to a new role or environment.

O quociente de adaptabilidade é um dos principais pontos a levar-se em considera??o. Alguém capaz de adaptar-se n?o só a situa??es controversas, como a um ambiente de trabalho distinto do que conhecia certamente terá grande probabilidade de sucesso. Quando falamos de adapta??o ela envolve n?o só o executivo, mas aqueles que o cercam. Esta adaptabilidade pode ser fator motivador e agregador para a equipe; uma troca rica n?o somente de informa??es, mas de experiência, personalidade, postura e novos enfoques.

In my experience, a cultural fit should be plug-and-play. They need to inherently be compatible from the start. Since the first few weeks are critical in maintaining morale and trust with employees.

Evaluating a candidate's cultural compatibility, especially for a senior executive role, is a critical aspect of the hiring process that goes beyond assessing skills and experience. These leaders don't just execute strategies; they set the tone, embody the company's values, and significantly impact the organizational culture

Assessing cultural compatibility is essential in hiring senior executives. Their alignment with your company's values profoundly impacts organizational dynamics. Dive into discussions about core values, diversity, and work-life balance to gauge resonance with your culture. A shared ethos fosters a cohesive and productive leadership environment. Prioritizing cultural fit ensures seamless integration and sustains a thriving workplace culture.

To evaluate a senior executive's cultural compatibility, consider the following strategies: ? Culture Fit Assessment: Conduct a thorough review of the company's culture and values, and ask questions to gauge the candidate's alignment with them. For example, inquire about their understanding of the company's mission, values, and operating principles. ? Team Interviews: Involve current team members in the interview process to provide insights into the candidate's interpersonal skills and cultural fit. Observe their interactions with the team and assess their ability to connect with and engage with others.

Cultural compatibility is a 2-way street and checking for the right fit is paramount for hiring at any level for the org (why just at the senior executive roles) Asking scenario- based questions related to the company’s ethos and core values help evidence based assessment for their ability to adapt and thrive in unique environments which in turn can set the stage for sustained growth and success of both the employee and the organisation

Subir offers a valuable perspective. In addition, I think about some of the harder decisions CEOs need to make - how to cut headcount, change business strategy/vision, terminate a senior leader, etc. - and orient a couple of my questions of them to these situations. I want to hear what they considered and how they came about the decision, to give me perspective into their thinking and my alignment with their process.

The decision-making process comprises a structured sequence of steps aimed at pinpointing, evaluating, and selecting from a variety of options to accomplish a particular objective or tackle a problem. These stages typically involve clarifying the issue or goal, acquiring pertinent information, brainstorming potential solutions, evaluating alternatives based on factors like feasibility and effectiveness, making the decision, and carrying out and monitoring the chosen course of action. Successful decision-making relies on critical thinking, analytical skills, the capacity to assess risks and benefits, and frequently entails collaboration and soliciting input from others.

Interviewing a senior executive is like navigating a challenging chess match. Assessing their decision-making is like evaluating their playing style. Ask them to recount a complex decision like a past strategic move. Their thought process should be methodical (careful planning) and data-driven (considering all the pieces on the board). A clear explanation of their thought process reveals their strategic thinking and leadership maturity. Bonus "Ado" Tip: Look for adaptability Great leaders can adjust their approach. Go beyond one example and ask how they would handle a situation requiring a different strategy.

Busco explorar uma decis?o de fato estratégica e exatamente como é que foi feito o caminho para a decis?o, explorando ainda o que foi deixado de lado para seguir o caminho proposto. Um ponto que deve ser considerado é que uma decis?o estratégica de fato é uma decis?o que envolveu algum tipo de dualidade, sen?o é apenas uma decis?o óbvia.

To assess a senior executive's decision-making process, consider the following techniques: ? Cognitive Ability Tests: Administer standardized tests that measure logical reasoning, problem-solving, and analytical skills. These tests can provide insights into their ability to process information, identify patterns, and make sound judgments. ? Case Studies: Present complex scenarios that require them to gather information, weigh alternatives, and make informed decisions. Their responses should demonstrate a systematic approach to decision-making, including the ability to consider multiple perspectives, analyze data, and evaluate risks and benefits.

I agree to testing the communication style. When interviewing for a senior executive role, be sure to ask behavioral questions and look out for how the responses are articulated. Effective communication skill is essential to build trust and drive engagement amongst team

Regarding this topic what I find important to test is if: They have chameleon-like communication skills. Meaning can they adapt their tone of voice, formulation, and attitude to suit the situation and specific member of staff. A message should be delivered properly and that differs from person to person and moment to moment.

La comunicación efectiva es clave para cualquier alto ejecutivo. Lo primero que observo es si sabe escuchar, si es capaz de no interrumpir y de permanecer en silencio. Luego, si es capaz de transmitir una idea con claridad, sin tener que pedir su oyente permanentemente que repita lo que quiso decir porque no se comprendió. También observo si mira los ojos al hablar y cómo es su corporalidad al comunicar sus ideas. Si utiliza las manos y su cuerpo o si tiene un comportamiento robótico.

Connaitre les compétences de chaque membres de son équipe pour leur confier une mission valorisante et sans angoisse pour le manager. Définir un cadre ou un zoning pour chaque collaborateur; Former ceux qui sont à une place inadéquate aux besoin de l'entreprise

To evaluate a senior executive's communication skills, consider the following approaches: ? Verbal Communication: Assess their ability to articulate thoughts clearly, persuasively, and professionally during the interview. Pay attention to their use of language, body language, and overall presentation skills. ? Written Communication: Request a sample of their written work, such as a proposal or report, to assess their writing skills and clarity of thought. Evaluate their ability to organize information logically, present ideas effectively, and communicate complex concepts in a concise and engaging manner.

Besides leadership, communication, strategic thinking skills, Decision Making ability, here's some strategies to consider: Industry Knowledge: Assess their awareness of industry trends and how they stay informed to make strategic decisions. Corporate Governance: Discuss their understanding of corporate governance and its application in their role Crisis Management: Explore how they handle crises, manage employee communication, and set expectations. Team Motivation: Inquire about their strategies to motivate employees and foster collaboration between teams. Process Improvement: Learn about their experience with improving processes and implementing change within a company.

The article has missed one crucial competency which is emotional intelligence. Look for candidates who demonstrate self-awareness, self-regulation, social awareness, and relationship management skills.

Emotional intelligence seems to be wholly absent from the factors considered, but is arguably the most important leadership skill set. Emotional competency enables senior leaders to use empathy, compassion, and cultural competence in order to navigate complex, important relationships both up and down the organizational hierarchy, and also among other senior leaders in an organization. Emotional intelligence enables leaders to appreciate different perspectives, learning styles/preferences, staff motivations, and staff capacities needed to excel in their respective roles.

A senior leader has lot of stories to talk about, I would ask him/her more on those stories and understand their contribution. Their entire experience which would consist of success, failures, conflicts, professional politics, missed opportunities, how they handled difficult situations, whom they hired for what kind of skills, values and contribution. What kind of culture they created in their organisation. How they were able to influence their team, seniors, other stakeholders and customers? Their innovations, risk appetite, accountability etc