inside “A major mistake businesses


make is to recruit a chief executive officer to replace the existing one. The impact of this poor decision


is to ground the company in its past environment rather than anticipating its future marketplace, competitive situation or disruptive potential.” A cold, critical examination of,


‘A major mistake businesses make is to recruit a chief executive officer to replace the existing one’


and clarity about, its future strategic needs is called for. The new leader will need to demonstrate the ability to continue business as usual while shaping the organisation for its future needs. Being able to maintain the tension between these two often differing objectives should become a key indicator when evaluating and assessing the performance of the chief executive officer. “High performing companies can express their expectations at the point of recruitment and have the best opportunity to transform the business,” said Vanessa. “My next tip is to work alongside the outgoing


chief executive,” she advised. “I appreciate this is not always possible due to confidentiality clauses but the incumbent postholder is often able to provide a wealth of information that will drive the search and selection process. “While conditions differ between the size and sector


of businesses, the exiting individual will understand the corporate culture of the organisation. Additionally, she or he will have an understanding of the barriers the new executive will face internally with staff, directors or investors and externally with its customers, stakeholders or regulators.” Moon Consulting has demonstrated its ability on


numerous occasions to bring into the selection process candidates with the right mix of skills, experience and personal effectiveness to overcome


FEATURES


avoidable obstacles to business transformation and chief executive recruitment. Vanessa’s last tip is for the


organisation concerned to think about timescales and to develop action plans to facilitate business continuity while the recruitment process progresses. The timescale for appointing and on boarding a new


chief executive can be up to six months, or more in some cases. During this time, many business critical matters, such as new deals or new acquisitions, can occur. While some issues can be effectively managed by


the board and other directors, there may be others where this approach may be ineffective or unsuitable. “Knowing how the business will cope with unforeseen


opportunities will not only help put everyone at greater ease should something unexpected happen, but will also ensure that the corporate focus remains where it should be,” she explained. “While considerations of this type are not necessarily within the remit of the executive search firm, Moon Consulting is pleased to share our experience in order to improve that of our clients.” Vanessa, a highly trusted and respected recruitment


guru, established Moon Consulting in 2000 and has an excellent reputation for identifying exceptionally talented board-level candidates in manufacturing, retail, finance, technology and the not for profit sectors, among others. Moon’s clients range from family businesses and


start up enterprises through to FTSE and listed companies stretching geographically from London and the South East to South Wales, the South West and beyond.


Website: www.moonconsulting.co.uk Tel: 01275 371200


JULY/AUGUST 2016 insight 29


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