One of the best things about the comments on my Vistage blog post is that they are getting my juices flowing. I’ve already stated I don’t like assessments, that I prefer auditions. See Creating Auditions for Senior Managers for more details. The question about current industry standard for cultural fit got me thinking. I don’t […]
If you’re trying to select a manager, you want one who fits your organization. I hope you’ve read my blog post over at Vistage. If you read the comments, you see I’m not into surveys or psychometric assessments. BTW, I find it useful for me to know about myself, but not for others to use
I once said that Integrity is the Most Important Requirement in a Manager. I still believe that. But you can’t just ask, “How much integrity do you have?” That’s a leading question. Or, what if you are a company like Enron, where the entire upper management culture was one of deceit? You have to get
I’ve been working with more and more senior managers (and executive recruiters), helping them assess their CxO candidates (CEO, CIO, CTO, Senior VPs, you name it). By the time someone’s made it to the senior management level, they know how to make themselves sound good, so you can’t ask the strength/weakness question, even if you
I normally recommend against Panel Interviews for most technical positions. However, I’ve recently worked with a group whose panel interviews were quite successful. The positions were for a senior technical leader and a manager, so the candidates needed to be able to present and discuss issues to several people at once as part of their