November 2024

Have You Heard About The Ripple Effect of Great Leadership? 🌟

This Forbes article highlights that authentic leadership is like a skipping stone—each decision and action generate ripples that resonate. 💡

🔗 https://lnkd.in/gqSXpWz2 🔗

At Underwood Executive, we’ve seen this ripple effect in action. A transformative leader has the power to:

✅ Unite diverse teams under a shared vision
✅ Strengthen culture and morale
✅ Drive sustainable growth and operational excellence
✅ Build a reputation for industry leadership

This impact doesn’t happen by chance. It starts with understanding an organisation’s unique needs and aligning them with a leader’s vision, values, and capabilities. executive search process ensures that every executive we place, is not only skilled but purpose-driven and culturally aligned 🎯

𝑾𝒂𝒏𝒕 𝒂 𝒈𝒂𝒎𝒆-𝒄𝒉𝒂𝒏𝒈𝒊𝒏𝒈 𝒕𝒊𝒑 𝒕𝒐 𝒔𝒕𝒂𝒏𝒅 𝒐𝒖𝒕 𝒊𝒏 𝒚𝒐𝒖𝒓 𝒏𝒆𝒙𝒕 𝒊𝒏𝒕𝒆𝒓𝒗𝒊𝒆𝒘? ✅

At the end of just about every interview, there will be an opportunity to ask questions. This isn’t just a formality—it’s your chance to stand out. 💥

The right questions can position you as a strategic thinker and even elevate you to the top of the list! The wrong questions—or none at all—can have the opposite effect.

Here’s the balance to strike:
🛑 Asking none signals a lack of preparation or interest.
🛑 Asking too many can waste time or feel insincere.

So, what’s the sweet spot? 2 well-thought-out and strategic questions.

These questions should demonstrate your understanding of the organisation and the role, while reflecting your leadership mindset.

Here are two examples:
1️⃣ “What are the organisation’s top strategic priorities over the next 12-18 months, and how does this role align with achieving them?”

2️⃣ “In your view, what are the most critical challenges or opportunities facing the team I’d be leading?”

Remember, the goal is not to impress with quantity, but with the depth and relevance of your questions.

🔑 How to Interview Effectively for an Executive-Level Position with a Panel 🔑

When interviewing headhunted candidates for executive roles, the interview process needs to be as much about selling the opportunity, as it is about assessing the candidate’s suitability.

In panel interviews, especially with 4 or more people, a few key points can make all the difference in creating a positive, engaging experience that builds interest in the role and organisation:

1. Be Clear on Each Interviewer’s Role – ensures coverage of key areas without overlap and helps keep the conversation focused. 🎯

2. Showcase the Organisation’s Mission and Culture – articulate what makes the role and the organisation unique, and demonstrate why this is an exciting career move for the candidate.  📍

3. Prepare Meaningful, Open-Ended Questions – let candidates showcase their accomplishments, leadership style, and strategic thinking. 🧐

4. Make it a Conversation, Not an Interrogation – with multiple interviewers, there’s a risk of the interview feeling like a rapid-fire Q&A. Aim for a conversational flow where each panel member can follow up on responses, creating a dialogue rather than a strict question rotation. 💡

Remember, at the executive level, interviews should feel like a strategic discussion with a potential partner. Make sure candidates leave feeling informed, valued, and excited about the role. 💥