What stage of the organisational lifecycle are you at?
Why does the organisational lifecycle matter when recruiting executive talent?
When recruiting executive level roles, the stage at which an organisation is at in their lifecycle matters just as much as the skills and experience of the individual candidates.
- Is the organisation scaling for growth?
- Underperforming and in need of a turnaround?
- In an acquisition phase or preparing for an IPO?
- Undergoing a transformation?
According to Harvard Business Review, understanding the leadership context of the organisation is critical to ensure the successful search for the right type of candidates for senior executive roles.
I’ve seen many examples where someone with an incredible track record has gone into an organisation and somewhat underperformed. On the flip side, i’ve also seen many examples where people have gone into a new role and outperformed expectations.
The old cliche of having the right people on the bus in the right seats only goes so far in my opinion. Having the right people in the right seats at the right time enhances the likelihood they’ll be successful.
Understanding the context of the organisation can also play a part in succession planning and understanding the bench of talent an organisation has to potentially fill future vacancies with internal appointments.
If you’d like some ideas on how to attract top leaders to help you deliver on your organisation’s goals during the remainder of 2024, then drop me a private message or email at [email protected]
Check out our new Talent Acquisition Scorecard. It's designed to give organisations an insight into what's working in their talent acquisition and areas for improvement. Check it out via the link below.
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Executive | Director | Human Services | FGIA & GAICD
6 个月Food for thought for Boards looking for CEOs or Interim CEOs. Across my various interim assignments, I have often used the Holling Cycle as a way to visually demonstrate to Boards where they are at in the organisation's life cycle and perhaps why I am there and what our shared priority and focus should be on. It also helps them to clarify what they might need in their permanent CEO and Board member skill sets for the phase they are moving into.