L3: Executive Search Support – CEO & Top-Level Selection

Situation

Boards face the ultimate high-stakes decision: selecting CEOs and C-suite executives whose success or failure can make or break the organization. Traditional selection processes rely heavily on impressive résumés, charismatic interviews, and board members' gut instincts, leaving critical behavioral risks unexplored.

Symptoms

Selection Process Weaknesses:

• Surface-level evaluation: Decisions based on polished presentations rather than deep leadership capacity
• Board bias and politics: Personal preferences and network connections influencing choices
• Incomplete due diligence: Focus on past achievements while ignoring behavioral patterns under pressure
• Cultural mismatch risks: Candidates who look perfect on paper but clash with organizational DNA
• Derailer blindness: Missing early warning signs of behaviors that emerge during crises

Organizational Consequences:

• CEO failures cost organizations 3-5x annual compensation in disruption
• Board credibility damaged by poor executive selections
• Strategic initiatives derailed by leadership style mismatches
• Cultural regression when new leaders clash with established values

Challenge

Primary Goal: Transform executive selection from subjective decision-making into evidence-based evaluation that predicts long-term success and cultural alignment.

Why it matters: At the C-suite level, technical competence is assumed – it's personality, values alignment, and behavior under pressure that determine success or failure. Research shows 40% of senior executive failures stem from personality-related issues, not skill gaps.

Key Questions to Answer:

• How will this candidate behave during organizational crises?
• What hidden derailers might emerge under extreme pressure?
• Does their leadership style match the cultural transformation needed?
• How will they handle board relationships and stakeholder management?

Solution Approach

Deploy executive-level behavioral diagnostics that reveal the hidden factors determining C-suite success:

Phase 1: Deep Personality Profiling

• Leadership derailment risk assessment - Identify behaviors that emerge under stress and pressure
• Cultural values alignment analysis - Measure fit with organizational DNA and transformation needs
• Executive presence and influence style - Evaluate ability to inspire confidence across stakeholder groups

Phase 2: Strategic Leadership Capacity

• Decision-making under pressure simulation - Assess judgment quality during high-stakes situations
• Board and stakeholder relationship aptitude - Measure political intelligence and relationship management
• Change leadership and transformation capability - Evaluate ability to drive organizational evolution

Expected Outcomes

• Immediate (0-2 months): More objective candidate evaluation criteria and reduced selection bias
• Medium-term (3-6 months): Improved quality of finalist candidates and board alignment
• Long-term (12+ months): Higher executive success rates and reduced costly leadership failures

Available only in the PEATS Guide: in-depth comparisons of the most relevant online assessments for this case — including pricing, strengths and weaknesses, scientific quality, and detailed insights into the 7 closest-fit online assessments:

L3. Executive Search Support – CEO & Top-Level Selection

• Hogan HPI → personality profile and leadership style.
• Hogan HDS → derailers and risks under stress.
• Hogan MVPI → motives and values.
• Profiles XT → general potential and fit.
• Aon ADEPT-15 → personality and leadership style.
• Aon Scales → cognitive ability.
• Aon SJT → situational judgment for leadership fit.