GCE Strategic Consulting

Blog - GCE Consultant's Insight

The blog that shares our expertise and perspective for driving business transformation, based on the successes and failures we've seen everywhere from start-ups to Fortune 500 companies.

Leadership Teams Make and Break a Business

Hiring the right leadership team can be one of the most critical decisions in your company’s success. Hiring the wrong leadership can cost you more than money. Many times I have gone into companies and seen gaps in the leadership team that one might feel are minor however the results can be felt across the organization.  Too often the Visionary may not see this or even if they do, they don’t really know how to address it. They would rather live with the pain which not only impacts the leadership team but all of those below as well.Numerous times I have been asked by organizations to help build the leadership team from scratch. This can both be a lot of fun and an exciting challenge but it also something I take very seriously.  Assembling the right executive team will be the foundation of your organization's growth for the future.The proper assessment for hiring senior executive candidates must include a variety of criteria. Not only should a candidate's education, experience and skill set be a deciding factor but,“soft” skills such as integrity and emotional IQ must also be part of the vetting process. When assembling your management team, it’s important to leave your ego at the door. You’re not hiring a team of “yes” men but, one comprised of members who not only offer insight based on experience but will help you spot opportunities and challenges. In a Forbes article entitled “What the World’s Top Leaders Look For When They Hire”, Charlie Collier, President & GM AMC writes “By the time I’m considering a senior-level candidate, the final decision rarely comes down to their ability to relate a prior experience or convince me they can perform specific tasks in the job description they're interviewing for. Frankly, if I’m doing my job, by the time they get to me the candidate’s experience and proficiency has been vetted and established,” Collier writes. “What I’m looking for is what they are going to be able to do to make us successful beyond their job description. How does the individual sitting in front of me relate to people, approach unusual challenges, flex when blind spots are exposed? In essence, I want to find out not just how they ‘fit’ their defined functional role but how they will be able to quickly adapt and make decisions that will have an impact well beyond it.”If you’re looking to put the right leadership team in place contact us and see how we can help you.