Executive Search BLOG
 | Enhancing or Fabricating? - Dec 22, 2011 | | Coach or Critic? Management Style Affects Performance - Aug 28, 2011 | | Build a Winning Franchise - May 31/11 | | Float Your Boat - February 1/11 | | Succession Planning STILL the Elephant in the Room - November 11/10 | | It Pays to Do Your Homework - August 24/10 | | Hire for the NEXT Need - June 2/10 | | Avoid Political Hiring Decisions - March 10/10 | | Search Goes Beyond - January 20/10 | | The Future of Executive Search - October 19/09 | | Good Company - September 16/09 | | Local is the New Global - August 12/09 | | Reverse Mentoring? - July 16/09 | | Think Like a Pilot - June 9/09 | | Carpe Diem - May 8/09 | | Time to Lay Low - April 6/09 | | Move 'em on Over - March 5/09 | | Exiting Successfully - February 12, 2009 | | What Makes a Candidate Impressive? - January 13, 2009 | | Looking to Hire Internationally? - December 10, 2008 | | What's Your Market Value? - November 24, 2008 | | International Search Trends - November 10, 2008 | | The Most Common Candidate Mistake - October 28, 2008 | | New Executives Should 'Bunt' - October 14, 2008 | | Different Animal, Different Handling - September 29/08 | | Sell the Challenge - September 22/08 | | The Best Route - September 15/08 | | The Perfect Process - September 8/08 | | Meet the Folks - September 2/08 | | Testing Talent - August 25/08 | | Director Independence - August 19/08 | | Give to Get - August 5/08 | | Plan for Everything - July 28/08 | | Take a Break - July 21/08 | | Follow Your Instincts - July 14/08 | | The Perfect Candidate You Didn't Know About - July 7/08 | | Too Much Information - June 30/08 | | International Search Trends - June 23/08 | | How Many Candidates Are Enough? - June 16/08 | | The Future of Executive Search - June 9/08 | | The Ideal Client - June 2/08 | | Look Way Ahead - May 26/08 | | The Greater Good - May 19/08 | | Failure Can Be Good - May 12/08 | | Money May Tempt... - May 5/08 | | Perspective Pays Off - April 28/08 | | A Leader’s Job is to Lead - April 21, 2008 | | Red Flags or Red Herrings? - April 14, 2008 | | RECRUITING is our specialty- November 26, 2007 | | Be Careful What You Wish For... - November 19, 2007 | | What's Your Real Objective? - November 12, 2007 | | Are You Really Saving Time? - Nov 5, 2007 | | Hard Choices - October 29, 2007 | | Stick to Your Knitting - October 22, 2007 | | Pre-Recruitment Reality Check - October 15, 2007 | | ON HOLD: You're Not Just Losing a Great Candidate - Oct 8, 2007 | | The C.E.O. as a Recruiting Tool - October 1, 2007 |
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A Leader’s Job is to Lead - April 21/08
 There are a few fundamental traits that mark true leadership talent – strategic vision, great motivational skills, a focused, proactive approach to business, and a relentless drive to succeed. Obviously, there are more specific requirements for any particular role, but in my opinion, these are almost always the best indicators of success in a leadership role.
I think too many organizations get fixated on the technical skills when interviewing candidates, and forget to look for the more subtle, yet predictive, competencies. Yes, a certain level of technical understanding is needed, but it’s more important to determine whether they will be able to lead the team, than step in and replace a team member.
It’s our job to ensure that only the highest quality, thoroughly qualified candidates are presented for consideration, so all our clients need to do is determine which candidate has the cultural fit and leadership approach the that’s right for their particular organization.
Graham Carver, President
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