When organizations are hiring to replace a key leader, often they hire based on the deficiencies of the last person that held the job.
I.e. “Our last GM was so numbers-focused that it drove us all nuts. This time we need a real people person.”
So a ‘people person’ is hired, the fit isn’t there, and the organization realizes that they do need someone with a numbers focus in that seat.
When you look to hire, create a score card with 4 or 5 measureable key results that the organization has to achieve in order to be successful. Once you’re clear on that, start looking at real people who have shown a history of achieving those sorts of results.
