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C-suite navigation of 2023 and beyond requires an ever-expanding blend of skills, knowledge and personal attributes to tackle the complexity and unpredictability of the corporate landscape.

I thought it worthwhile to share some elements of a recent Search mandate we managed as a guide for what Boards are seeking from their executive leaders in real time as it highlighted a rare but important attribute I believe we should all be seeking from our leaders – SELFLESSNESS!

The role was CEO for a publicly listed entity that operates in the financial services domain. After a global search which reviewed 247 individuals, it distilled to a strong shortlist. At this stage of the process, skills and knowledge are already in check – the pointy end invariably boils down to personal attributes such as personality, chemistry, corporate philosophy and personal motivation.

This successful individual offered commercial achievement, stability, logical career progression, clever career choices, professional and personal development, and much more. But the same could be said of the other shortlisted candidates.

What became evident, especially at the referencing phase, was how selfless this individual had been throughout their career. When presented with tough decisions to steer former employers in the right direction, it appeared unanimous that not only did they make the right decisions but that the best interests of the customers, shareholders and employees were always the priority. Self-preservation was never a consideration.

This was most apparent in their most recent role. The individual reached a stalemate with the Board on strategic direction and all parties ended up agreeing to disagree. This individual then professionally implemented the agenda with an understanding that the organisation should seek a new CEO more aligned with the Board’s strategy. All six referees (including some of the Board members) raved about the manner in which this individual conducted themselves.

Too often, I see immensely talented individuals unable or unwilling to adopt the approach outlined above as it involves significant risk. Securing that next CEO appointment may take months, years – or it may never happen again. Private school fees, large mortgages and other financial commitments are also huge considerations so I take my hat off to leaders who “back themselves” to get that next job.

When you embark on that next hire, I encourage you to assess for this important personal attribute of selflessness. Only then can you feel confident that your new leader will place the customer, the shareholders and their fellow employees ahead of their own personal agenda. Almost by definition, you know you will have a star performer as people who focus more on doing an excellent job rather than worrying so much about their next move are typically the people in highest demand. The jobs will find these people. #strategy #leaders #ceo #personaldevelopment #career #leader #people