My last article was to help organization’s look at a new process to help them evaluate their top three finalists. This time, let’s look at it from the candidate’s point of view. How do you as a candidate create your best chance of getting into the top 3 finalists?
I feel a misstep that many leaders make right off the bat is to come in and quickly announce their game plan. You always hear about those famed “first 100 days”…
By Rich Karlgaard Success in business has traditionally meant having a strategy and excelling at the hard skills. Controlling costs. Boosting speed. Effectively managing the supply chain. Superior number-crunching and analytics. Most of today’s CEOs, CFOs, chief operating officers, boards of directors, and shareholders speak the language of this hard edge. It’s their comfort zone:
I’ve maintained over the years that spouses or significant others are the key influencers and really are more than 50% of the decision. It (usually) doesn’t matter how much the candidate loves the position. If the spouse says “I am not going there… not now… not ever…” then the ultimate answer is going to end
“candidates will gravitate towards positions where they feel the most wanted and needed”