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You’ve probably seen it before — companies boasting about kombucha on tap and bean bags in the office as if these were the true markers of a thriving culture. But when it comes to finding the right leadership fit, relying on these superficial perks can lead to costly mistakes. Despite many companies focusing on superficial perks, leadership quality remains a significant challenge. Only 40% of leaders rate their organization’s leadership quality as “very good” or “excellent” — a decrease of eight percentage points since the pandemic.
This decline in perceived leadership quality highlights the need for a more substantive approach to hiring and developing leaders. As someone who has spent years working in executive leadership recruitment, I’ve seen firsthand how crucial it is to hire leaders who align with a company’s core values. Without this deeper connection, even the most impressive candidates can struggle to drive long-term success.
Related: Every Hire Has Been a Good One Since This CEO Started Hiring for Values
Rethinking the meaning of cultural fit
True culture fit means finding a leader who aligns with the company’s core values and mission. For example, if a company emphasizes transparency, the right leader will demonstrate clear and open communication, not just within their team but across the entire organization.
Leaders who resonate with these deeper values help prevent the kinds of disruptions that occur when there’s a misalignment between leadership and company culture. I’ve seen organizations bring in highly qualified leaders who failed because their values didn’t align with the company’s goals. These leaders might have succeeded elsewhere, but without that alignment, they couldn’t generate the energy, collaboration or engagement necessary for success in their new roles.
What is the impact of misaligned leadership?
When a leader doesn’t align with a company’s core values, the consequences can be severe. I’ve watched as organizations that hire misaligned leaders experience rapid declines in employee morale, decision-making and collaboration. In many cases, this results in higher turnover and lost productivity.
One standout example is a tech company that hired a CEO from a different industry. This individual had an impressive track record of turning around struggling businesses, but their leadership style clashed with the collaborative, innovative culture of the company. The CEO’s misalignment led to tensions within teams, slowed innovation and eventually caused several key leaders to leave. In just two years, the company missed major market opportunities, and the CEO was quietly replaced.
This is a common pitfall I’ve seen many companies fall into — prioritizing qualifications over leadership fit. The result? Lost opportunities and a significant drop in engagement across the board.
A four-step framework for identifying leadership fit
From my experience, I’ve found a framework that helps companies avoid these mistakes and ensure they’re hiring leaders who meet the technical requirements of the role while also aligning with the company’s values. This value-based hiring approach focuses on both qualifications and cultural alignment. Here’s how I recommend structuring it:
Related: A Healthy Approach to Hiring That Actually Works
1. Clarify core values
Before you begin the hiring process, you need to define the company’s core values and make sure your selection committee understands these values from the inside out. These should be non-negotiable. For instance, if collaboration is a core value, you need to collectively evaluate how well each candidate fosters teamwork and cooperation across different departments.
2. Use a diverse selection panel
I always advise involving a diverse group of decision-makers in the hiring process. Relying on a narrow group can lead to biased decisions and “groupthink.” A diverse panel helps ensure that the candidate is evaluated from multiple perspectives, which leads to a more objective assessment of their potential fit.
Many companies try to cut costs by conducting leadership searches internally or relying on their own networks, but I’ve seen how this can backfire. While this approach might save money upfront, it often leads to costly mistakes in the long run.
For a non-biased approach, consider utilizing executive search firms. These agencies provide an objective perspective and access to a broader talent pool, leading to faster, more effective hiring results. By partnering with an executive search firm, you can avoid the pitfalls of relying solely on internal candidates and ensure that you’re hiring the right leadership fit.
3. Ask probing questions
It’s essential to ask the right questions during interviews. Don’t just focus on accomplishments or leadership style in general terms. Instead, ask candidates about specific situations where they had to navigate challenges that reflect the values important to your company. For example, if resilience is a key value, ask about a time when they had to overcome significant obstacles to achieve a goal.
4. Evaluate beyond the first impression
First impressions can be deceiving, and I’ve seen too many companies make quick decisions based on superficial traits. It’s crucial to dig deeper and evaluate how well a candidate truly aligns with both the company’s values and the specific requirements of the role. This helps you avoid falling into the trap of hiring based on comfort or familiarity.
Additionally, take time to establish a balance between technical qualifications, cultural expectations and leadership alignment. It’s important to establish consistent criteria for each leadership role. For example, if the Chief Financial Officer requires ten years of experience, the Chief People Officer should have the same level of experience. Consistency helps ensure fairness and avoids bias in the hiring process.
Related: I Hire a New Employee Every Week. Here’s What This Practice Has Taught Me About Hiring and Recruiting
The quest for the perfect candidate involves far more than a stellar resume or an easy rapport with the existing team. Through my years of experience in leadership recruitment, I’ve seen how focusing on value-based hiring ensures a deeper alignment between a leader’s values and the company’s mission. This alignment creates a leadership team that can drive long-term success, innovation and employee engagement. When you hire for true leadership fit, you’ll find that the rewards far outweigh the superficial perks of bean bags and kombucha.
