What do you do when senior managers leave

A recent Cabinet reshuffle got us thinking about the best way to fill senior positions.

For any organisation, selecting a leader requires thought and accuracy - after all, the successful candidate could reasonably be expected to be in post for 3-5 years, and during that time they will need to lead through many changes and challenges, as well as shape policy and the future of the organisation itself.

The selected candidate also requires time to establish themselves, develop their policies, and gain the confidence of staff, stakeholders and customers. The rapid turnover of CEOs and Cabinet ministers before they have had time to set foot on the bridge, let alone apply their hands to the tiller of what may be a super tanker, cannot be in the best interests of any of the interested parties.

Recruiting senior managers

The selection needs care and courage: care to select the right person for the job ahead, and the courage to select someone who will take the organisation forward. It's important to consider the following when recruiting for senior positions, regardless of the size of your organisation:

- avoid clones of the Board or the outgoing CEO

- consider the success factors of the previous CEO - and where they were less successful

- look at the key skills needed for the future direction and development of the organisation

- ensure candidates can demonstrate skills rather than talking a good game

- if the candidate is seeking promotion, check that there are sufficient indicators of potential to succeed at a higher level

If you want to know more about recruiting senior managers, call us on 020 8540 5544 or email us.