June 19, 2023 – The direction of the company does not just rest upon the shoulders of the CEO. For an organization to perform to the best of its ability and capacity, building an executive team that complements each other’s expertise is critical. “Executive hires must be able to effectively embody and promote the philosophy of the company they belong to, as well as stick to them even when the pressure becomes immense,” said Sylvia MacArthur, a senior managing partner of The ExeQfind Group, in a recent report. “Since an organization can only be as strong as its weakest link, getting executives who can fill the gap in each other’s shortcomings is important.”
Business factors, such as organizational growth and adaptability, can be satisfactorily met if the executives are capable enough to work together effectively to make it a reality, said the search firm. The right, cohesive leadership team is critical to driving and sustaining a corporation’s growth momentum.
But what exactly should you look for in an executive hire? Here are five of the qualities that The ExeQfind Group says you should always be able to determine when hiring a new executive:
- Adeptness in Communication
Communication is an important skill when looking for effective executives. “While they must be able to explain your company’s objectives with utmost clarity, the role also requires them to be motivational,” said the report. “The executive you will be hiring must be capable of communicating your overall goals with a special nuance on your organization’s mission and vision.”
- Inventiveness and Creativity
Your company is bound to face pressure time after time. This requires that you pick someone that is agile and resourceful and has the ability to endure such challenges with resolve and a calm composure. “Make sure that you look for someone who can be creative and collected in coming up with decisions that do not compromise your organization’s aspirations and goals,” said The ExeQfind Group.
- Cultural & Organizational Fit
Your executive team should be a microcosm of the whole organization and set the cultural foundation. “The culture that has already been established by the people who work for the organization is also an important factor to consider when looking for a new executive,” said the report. “If you believe that you already have the company culture that can set you up for success, find someone who can fit well in it. If you desire a positive change in your organization’s present culture, look for somebody who has the qualities you need to enable and facilitate the change that meets your company’s aspirations.”
- Cultural Understanding
To stay relevant, all businesses need to be able to function effectively within a global environment. This requires that executives understand cultural nuances and be proficient in working with a broad spectrum of nationalities – both within your company and with your customer base, said The ExeQfind Group. At the very least, executives must possess some semblance of cultural sensitivity and a willingness to learn and adapt as needed.
Executive recruiters have all seen good leaders, some of whom even rise to the “great” level. What distinguishes an individual as a leader often is subjective; if you ask 10 people, you’ll get 10 different responses that reflect some combination of vision, character, and trust. One thing that’s certain, though: It’s not the title that makes the person. Being a leader is more than just a culmination of experience, opportunity, and time.
Beyond the culture, your executive team may already be a composition of different experts from a variety of industries. “They have unique functions and strengths that can help you achieve the standards you’ve set for your company,” said the report. “When adding to your existing executive team, it is essential to evaluate the existing expertise as well as the gaps and look for executives that provide the needed skills and expertise, thereby complimenting the existing team you already have.”
- Drive for Growth and Innovation
Every leader that you add to your team must have the desire for growth and innovation. “They must be a catalyst to further the development of your whole organization,” said The ExeQfind Group. “Not only should they bring new perspectives in addressing the problems in your company, they should also champion and nurture innovation in others.”
Final Piece of Advice
While it may look easy to find the person who can perform the role you need to fill, there are a lot of intangible factors that should never be disregarded. “You need someone who is more than just an expert in any given field,” said The ExeQfind Group. “You need someone who can complement the team that you already have, or someone who can help you set your company up for success.”
The ExeQfind Group is an Atlanta-based retained executive search firm with executive search consultants in strategic locations throughout the U.S., Canada, Mexico, and Brazil and globally in partnership with IRC Global Executive Search Partners. The ExeQfind Group’s core practice areas include agribusiness, ag-tech, food and beverage processing, industrial / manufacturing, FMCG, and healthcare.
Contributed by Scott A. Scanlon, Editor-in-Chief; Dale M. Zupsansky, Managing Editor; and Stephen Sawicki, Managing Editor – Hunt Scanlon Media