1. Define the mandate
What must this executive accomplish over the first 12–24 months? Describe outcomes, not only responsibilities.
2. Describe the business context
Document growth plans, operating challenges, team dynamics, strategic priorities, ownership structure, or transformation needs that shape the role.
3. Separate essential from preferred
Identify which experiences and capabilities are truly required and which are useful but negotiable.
4. Define leadership expectations
Clarify the leadership behaviors, stakeholder relationships, decision style, and organizational influence required for success.
5. Agree on evaluation criteria
Before interviews begin, define how candidates will be assessed and what evidence should support each criterion.
6. Plan the transition
Consider reporting relationships, compensation process, notice periods, onboarding, stakeholder communication, and any legal or regulated screening requirements.
Important
This guide is general information, not legal, tax, actuarial, fiduciary, investment, insurance, medical, or other regulated professional advice. Specific decisions may require qualified specialist review.
Need a structured review?
If these questions reveal a need for a more formal assessment, we can discuss the scope, information available, and the management decision that needs support.
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