Bret Rogers and Gavin discuss ill-fitting executive in an organization and how do you handle a situation like this.
Having been “raised” in companies with healthy talent planning processes, one can easily take for granted the benefits of having a bench of strong internal candidates and few talent crises. We make the case for onboarding or a situation whereby you have a consultant working with the internal team just on a particular project, how do you make sure that you are still able to maintain a healthy organizational culture. Bret highlights what must be avoided and major red lights that could serve as a signal for trouble.
Injecting external talent, nevertheless, is an important aspect in maintaining a healthy and vibrant organization. However, the same processes that help prevent a poor internal selection are not as effective in the case of that occasional external hire. An external hire, unless handled by an experienced professional, is exposed to fewer quality controls to ensure organizational fit.