Historically executive talent has been assessed on the basis of prior duties, responsibilities, accomplishments, and ability to lead and manage. Just look at a typical resume.
It’s time to change our collective mindset. Organizations should be targeting not just great leadership but the right leadership, not just great accomplishments but the right accomplishments. Why not assess the character and wisdom that comes with appropriate judgment, rather than just the results of good judgment?
The “right” executive talent has a well-honed process and disciplined approach for making and managing decisions against a set of key initiatives, and is able to effectively apply this capability to the political complexities of the new organization.
Let’s face it, all progress in business, as in life, is made with key decisions. No decisions, no progress.
Imagine what organizations could do with talent acquired based on what must get done and the decisions to be made, rather than title, level, team size or compensation.