How to evaluate key attributes in executive candidates

We recently discussed the attributes that best predict success in CEOs. Adaptability, consistency, vision, and emotional intelligence have been identified as four attributes closely associated with CEO success. Here are some effective ways firms can evaluate these attributes in candidates:

1. Adaptability: Assessing a candidate’s adaptability can be done through various methods:

a) Behavioral interviews: Pose situational questions that require candidates to demonstrate how they have adapted to change in the past. Ask about specific instances where they encountered unexpected challenges or had to adjust their approach to achieve success.
b) Case studies: Present candidates with hypothetical business scenarios and observe how they analyze the situation, identify potential obstacles, and propose adaptive strategies.
c) Reference checks: Speak with previous colleagues or employers to gather insights into the candidate’s ability to adapt to changing circumstances, handle ambiguity, and navigate challenging situations.

2. Consistency: Evaluating a candidate’s consistency involves assessing their ability to deliver reliable and predictable performance over time. Here are a few evaluation strategies:

a) Performance track record: Review the candidate’s past achievements and track record of consistent results. Assess their ability to meet or exceed goals, sustain performance levels, and deliver consistent outcomes.
b) Reference checks: Speak with previous supervisors, colleagues, or subordinates to gain insights into the candidate’s consistency in meeting expectations and delivering results.
c) Behavioral assessments: Utilize psychometric tests or assessments that measure consistency-related traits, such as conscientiousness, reliability, and self-discipline.

3. Vision: Assessing a candidate’s vision involves evaluating their ability to articulate a clear and compelling direction for the organization. Here are a few methods to evaluate this attribute:

a) Strategic discussions: Engage candidates in conversations about the industry landscape, market trends, and the future of the organization. Evaluate their ability to analyze complex issues, envision possibilities, and communicate a forward-thinking vision.
b) Case studies: Present candidates with real or hypothetical business scenarios that require them to develop strategic plans and articulate a vision for the future. Evaluate their ability to think strategically, set goals, and align their vision with the organization’s mission.
c) Reference checks: Speak with individuals who have worked with the candidate in strategic roles or witnessed their ability to develop and execute a vision for an organization.

4. Emotional Intelligence: Evaluating emotional intelligence can help assess a candidate’s ability to understand and manage their own emotions, as well as navigate relationships and inspire others. Consider the following approaches:

a) Behavioral interviews: Pose questions that require candidates to describe their experiences managing relationships, resolving conflicts, and inspiring teams. Look for evidence of self-awareness, empathy, and interpersonal effectiveness.
b) Personality assessments: Utilize assessments that measure emotional intelligence competencies, such as self-awareness, social awareness, self-management, and relationship management.
c) Role-playing exercises: Simulate scenarios that require candidates to demonstrate their emotional intelligence skills, such as resolving conflicts, giving feedback, or motivating a team.
d) 360-degree feedback: Collect feedback from colleagues, subordinates, and supervisors to gain insights into the candidate’s interpersonal skills, leadership style, and ability to manage relationships effectively.

In conclusion, evaluating attributes such as adaptability, consistency, vision, and emotional intelligence in CEO candidates requires a multifaceted approach. Combining behavioral interviews, case studies, reference checks, assessments, and role-playing exercises can provide firms with a comprehensive evaluation of these critical attributes. By employing these evaluation methods, firms can make informed decisions when selecting CEOs who possess the qualities necessary for success in their roles.