For example, company’s in the GCC facing specific market objectives may want to consider the following questions for candidates. How would a candidate apply their established experiences against our entrepreneurial challenges and strategic objectives? Do they bring a valuable perspective that the company might want to have in their own culture? How do they see the company’s entrepreneurial culture affecting their approach to these challenges? Do they genuinely engage issues and suggest creative, practical answers? Or do they retreat into business platitudes, to avoid giving what might be perceived as the wrong answer?
Implementation stage: The new leader’s credibility is established. This on-boarding and taking-charge period can be critical in determining whether the leader and the culture collide or cooperate. From the beginning, the new leader should have a mentor. The mentor should be a widely respected executive with a track record of achievement, a strong commitment to the mentoring role, and the ability to establish a candid, trusting relationship to help the leader navigate the intricacies of the organisation.
With top nuclear executives scarce and their cultural fit far from assured when they are drawn from unfamiliar sources, it’s more important than ever to clearly define the required competencies, assess candidates for their ability to address company-specific challenges, and do everything possible to help a new leader succeed. The result will be a company that can move to fulfill its strategic vision with maximum speed and minimum risk.
Paul Benson is a partner with Heidrick & Struggles and leads the firm’s Power & Utility practice. His contact is pbenson@heidrick.com.
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