Focus on Values
Focus on Values. Now this is not something you can do overnight or by some marketing slogan or with smoke and mirrors. Be very aware however that clearly stated values are a very big deal.
Executive hires go awry when the values of the organization and those of the candidate are not in alignment. This is not about good and bad, right or wrong. As we say, it's all about fit. Example: Virtually 100% of organizations say they have a focus on customers, yet very few really do.
An organization with whom I am intimately familiar, Pappas Brothers Restaurants, for many years gave incredible customer service by, among other things, giving all of their front line employees the authority and autonomy to "comp" an entire meal if the service wasn't up to the customer's expectations. This kind of extreme customer service demonstrated Pappas Brothers values as it relates to customer service. Chances are excellent that a manager who fits well in this environment would feel out of alignment in an organization where customer service is given lip service and all customer interactions are driven by company policy.
Once again, this in not about right or wrong, good or bad; some organizations value innovation, some do not. Some companies value creativity and risk taking while others expect their leaders to be good soldiers, executors of a strategy driven from the top. Be very clear about who you are and what kind of individual you seek.
Findings from the 2009 BlueSteps Executive Mobility Survey show that, despite the current economic climate, 75% of currently employed executives are likely or very likely to consider a new job opportunity. As the global economy works toward recovery, executive level candidates are open to change and likely to consider new career development opportunities.
57% of executives surveyed expect to work for 4-7 organizations by the end of their career, and 48% say that 2 years is the shortest tenure an executive can have at an organization without compromising the value of one's resume. These results are comparable to data from the 2007 report.
When deciding to leave their current employer, poor company values was cited as the most important factor in an executive's decision to leave, with 74% rating this as extremely important, up from 64% in 2007.
"Poor company values" was cited as the most important factor in an executive's decision to leave their current employer, with 74% of respondents rating this as extremely important, up from 64% in 2007. "Poor company values" replaced "lack of career development" as executives' most pressing concern when deciding to leave a company; 63% of executives voted "lack of career development" as extremely important in 2009, down from 74% in 2007.
Remember that this is not about right or wrong. Some companies are focused on products with little focus on customers. Some companies are passionate about their intense work ethic and the fact their executives work six day work weeks. Values for purposes of alignment are neither bad nor good. They are what they are. Unless you're able to articulate your real values, you're likely to wind up with a CEO or senior executive who doesn't want to sail on your boat.