No leader works in a vacuum. It is critical to build teams that are well-positioned to cooperate, communicate and engage, particularly in the context of an organization’s culture. And given that an alarming percentage of C-suite hires are unsuccessful—CHROs reported a 10 to 50 percent C-suite succession failure rate in one survey—boards and hiring committees have a responsibility to collect as much information about a candidate as possible.
A 2010 study examined ...
Pursuing a board position? Last week, I wrote about interviewing with the search firm engaged to fill the open board seat, emphasizing that it's important to demonstrate that you "get" the board's role and how it functions. This week, I discuss the next stage in the process: meeting with the company. Here's what you need to know.
1. It may be a lengthy process.Very few boards conduct searches with tight deadlines ...
In the past, we have written about how to land a board position, listing the steps you should take to allow yourself to be "found," because getting invited to join a board requires a different approach than seeking a C-suite position. We have also written a primer for first-time board members. But how do you ace the interview?
First things first: The Initial interview with the search firmThe search firm will be vetting several ...
Last week, we wrote a column about how to be a good search committee member and how a successful search committee should function. This week, we focus on the candidate who must meet with a search committee.
Despite what anyone says, a search committee interview is not the same as a one-on-one interview, and many people who are quite effective in individual interviews bomb in a group setting.
There are several reasons for this. In ...