Investor Spotlight: How to Best Support an Executive Search
By Dave Carvajal on April 20, 2017 in investors
As an investor and board member, you have a unique perspective that can help guide an executive search to success. You are more emotionally removed from the day-to-day pressures a CEO faces. This emotional distance puts you in a great place to uphold the mission, vision and prosperity of the organization while remaining a fiduciary to shareholders.
You might at times intuitively sense when a CEO is about to make a mistake. The right board mentorship and participation can help a startup founder avoid serious blunders. One of the worst mistakes a CEO can make is selecting a bad executive hire. Failed executive searches cost up to five times the annual salary. The wrong executive hire at a high-growth business costs significantly more than at a slower growth company. It can literally put your survival at stake when an executive leadership role is involved.
On the other hand, the positive impact of a successful executive search is a 1,000% ROI. The right executive hire earning a $350k total cash package will create a $3.5M+ increase in enterprise value in the next 12 months. When it comes to your important executive search, the costs add up to one conclusion: get it right the very first time, every time you secure a hire in a key leadership role.
To ensure a successful search and maximize ROI, here are three important steps to take:
1. Refocus on Strategic Priorities
The CEO of the company is facing enormous pressure. Either the company is in the midst of tremendous growth and the need for a functional leader will help keep the train from derailing; or, the team is overworked and performance numbers are suffering so a CEO might decide that something, anything must be done fast. He or she might settle for a candidate that is “good enough” just to alleviate some pressure. In this scenario, the CEO is so mired in the company’s current struggle that he or she has lost sight of longer-term strategic priorities. Double down and re-focus on your strategic priorities for the next six to twenty-four months.
2. Define Success Factors
After you’ve rallied your executive leadership around the mission and strategic priorities of the company, make sure you are also crystal clear on what the success factors are for the leader you need to place. What do they need to accomplish and what will success look like for them? How will they help drive the strategic priorities?
3. Core Fit Selection
Technical chops account for 20 percent of the reason why someone will succeed or fail at any company. A strong values fit accounts for 60 percent. Remember that what makes a candidate uniquely qualified to be successful at your organization is a combination of both core competencies (the basis for strong technical chops) and core values (the basis for strong culture fit). Core competencies allow a leader to be effective in a role, and core values alignment is what pushes leaders to achieve their purpose.
Everything bad that happens at a company is fundamentally a people problem, and so is everything that’s good. There is an A+ player for every executive role in every company. As an investor or board member, you have a broader perspective. You have a more clear view of what the values of the organization are and what core values a candidate must have in order to achieve the mission of the company.
The best utilization of venture capital is in acquiring the right human capital.
For more information visit www.DaveCarvajal.com