Five Top Characteristics of Top Cannabis Executives

October 5, 2021 – The cannabis industry has seen extraordinary growth of late due to increasing decriminalization and legalization across many states. In 2020, cannabis sales hit a record $17.5 billion, which was a 46 percent increase from 2019. Market analysts project that the cannabis industry could skyrocket to $100 billion in the U.S. by 2030. Cannabis is legal for medicinal use in 38 states and fully legalized in 20 states. As legalization continues to spread on a state-by-state level, cannabis companies will need to prepare their organizations for continued intense growth in the coming years, according to a recent report by Ryan Parker of New York-based retail and consumer focused search firm Herbert Mines Associates.

“As the largest executive search firm specializing in consumer and retail sectors, many executives in our network have shifted into senior operating positions or board roles within the cannabis industry,” said Mr. Parker. “Based on our experience recruiting for cannabis companies, we have observed that the industry requires leaders with a unique background and skill-set.”

Herbert Mines offers five characteristics of a rock star cannabis executive:

1. Agility – One of the most important leadership qualities needed to be a successful leader in the cannabis sector is agility, according to Mr. Parker. “Within an emerging industry like cannabis, that is experiencing exponential growth, true leaders must navigate the unknown on a regular basis,” he said. “Senior executives need to quickly adapt as industry regulations consistently impact all areas of the business. Cannabis leaders can expect a departure from the predictability found in roles at larger corporations in mature industries. They need to build the bike while riding it.”

2. Resiliency – One word Herbert Mines often hears from clients when describing their ideal candidate is “resiliency.” Make no mistake, there are significant challenges when it comes to operating a cannabis company. “World class cannabis leaders typically have proven success in hands-on and fast paced environments such as private equity or venture backed companies, family-owned businesses or have founded their own company,” said Mr. Parker. “Resiliency enables senior executives to bounce back from adversity and continue driving towards mission critical objectives.”

3. Best Athlete Talent – When conducting a search in the cannabis industry, Herbert Mines’ mission is to recruit game changing leaders. “Oftentimes, we prioritize candidates with a world class skill set over highly correlated industry experience, and refer to these candidates as best athletes,” Mr. Parker said. “They may not understand the nuances of cannabis on day one, but can quickly learn the industry and most importantly, propel the company to the next level. In many cases, these candidates bring early experience at an academy company, such as Procter & Gamble or Nike, where they built a foundation for their career, plus proven success applying the best in class frameworks they learned in an agile, fast paced environment where there is no playbook.”

4. Highly Regulated / International Experience – Not only is cannabis a highly regulated industry, but due to the lack of federal legalization, there are many different regulations on a state-by-state basis. Senior executives who have worked in consumer facing regulated industries such as alcohol and pharmaceuticals have an advantage in getting up to speed with the industry, according to Mr. Parker. “In addition, international experience, where executives are required to work within and understand the complexities of varying laws and regulations country-by-country, aligns well with the cannabis industry’s state-by-state regulatory environment,” he said. “As regulations continue to change rapidly, it is critical for cannabis executives to understand how these shifts impact their growth strategy as new markets open up from a geographic and product category standpoint.”

5. Culture Carrier – Because cannabis companies have been hyper-focused on growth, many organizations have had little time to emphasize culture, mentorship and company values, according to Herbert Mines. “The industry requires leaders to set and sustain a positive and inclusive culture across the organization,” Mr. Parker said. “In addition, senior executives need to have a keen interest in mentoring and upskilling existing talent. More often than not, leaders who drive culture and invest in mentorship serve as talent magnets to attract other top talent to their organization.”

Established in 1978, Herbert Mines is a specialist search firm focusing on the retail, fashion and apparel, beauty, consumer products and services, hospitality, leisure, restaurant and digital/ technology industries. The firm is noted for its C-suite recruiting work

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