Personality Matters - The Myers-Briggs Company's blog
Is your Board male, pale and stale? Update your executive recruitment!
Posted 03 March 2014 by
TeriSmith
TeriSmith
Executive recruitment can be a tricky business. Historically, organisations relied on track record; if someone had been successful in a similar, perhaps slightly more junior role, then surely he (and it mostly is a he) would be a good candidate for an executive job? Well, not necessarily. Promoting people just on track record is a great way to see the Peter Principle in action (people are promoted until they reach a level at which they are incompetent). You can probably think of some good examples of this from organisations you’ve worked in yourself.
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