Executive Eye-Opener 1Q22
As spring approaches, the Great Resignation continues to make headlines and search firms across the country are feeling the impact. With plenty of candidates ready to refresh their careers, we remain steadfast in our mission to deliver diverse candidate outcomes. As both we and our clients navigate today's competitive marketplace, we must think outside the box in order to attract and retain top talent.
When it comes to replacing a long-tenured, founder-led CEO, the stakes can be incredibly high. Replacing a legend is not easy. These leaders deserve to retire at the pinnacle of their career, but not every candidate is either suited or wants to step into the shoes of a legend. While the search for such a successor can be challenging, the right framework can help organizations succeed. Join us as we explore best practices for replacing these long-tenured, founder-led leaders.
With any search for a new leader, organizations tend to gravitate towards those candidates who have already served in a role as President, CEO or Executive Director. While seeking these #1’s is a safe strategy, it overlooks a large pool of candidates, many of whom are hungry to meet their highest career goals and aspirations. It's why we look seriously at and have consistently advised our clients to engage strong #2’s – those with proven leadership track records as well as considerable runway and upside. Enjoy our feature on “The Case for Strong #2’s as CEOs.
As the weather warms, spring offers us all the opportunity to hit the refresh button. We urge you to consider what you are doing to retain and hire top talent. Is your compensation package competitive? Are you embracing the reality and efficacy of remote work? Do you emphasize wellness and a healthy work/life balance? More than ever, these practices and conditions matter as we spring forward into the post-COVID era.
Warmly,
Tracy McMillan, CEO & Managing Partner