Start by crystallising your strategic objectives. What are you looking to achieve?

Growth? New market development? Improving output and capacity? Sustainability?

The list goes on and will differ depending on each business situation.

You have to look at where you are now and where you want to go. Whatever the reasoning for looking to build a strategic team, a clear blueprint is vital.

Don't rush this process as this will essentially set out the approach at every stage for you to follow as any missteps could prove costly.

My advice when creating your blueprint is to use internal insights and external evidence to power this. Look at your company's financial metrics along with events in the economy rather than developing a blueprint based on emotion and opinions. This first step is the most critical part, as whether the process of building your C-Suite is managed internally or externally, you need this to ensure you stay on track.

Practical Tip: Create a matrix detailing the key skills required for each role, ensuring alignment with your strategic objectives.

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Thoroughly analyse your current leadership team to pinpoint gaps.

• What have you got?

• What are you missing?

• What do you want?

This should be both practical and aspirational.

Assess not only technical skills but also leadership styles then prioritise roles based on their impact on achieving your strategic goals. If your focus is on international markets, prioritise candidates with a proven track record and network in the markets you are targeting.

Practical Tip: Use a SWOT analysis to identify strengths, weaknesses, opportunities, and threats within your current leadership team.

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Don't just talk about diversity; actively seek it. Beyond gender and ethnicity, diversify in terms of experiences and backgrounds. Engage with industry-specific networks and consider unconventional sources for top talent. Cast a wide net to attract candidates who bring fresh perspectives and innovative thinking.

An example is weighing up vertical markets to bring in a fresh pair of eyes/skills to the industry. Adding someone with a particularly strong Automation background into a VP of Operations role usually adds an immense amount of value in operations, especially in construction products whereas adding an M&A-driven CEO to drive growth through acquisition may bring wider, long term benefits in the future.

Practical Tip: Actively participate in industry-specific networks and events related to the identified vertical markets. Attend conferences, webinars, and networking events where professionals from these sectors gather. Establishing connections in these circles broadens your pool of potential candidates.

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Engage with executive search firms specialising in your sector. This isn’t a pitch for Lignum Executive but use a firm that has experience, solid processes and is aligned with what you need.

Their industry-specific knowledge can be invaluable in identifying and attracting top-tier talent. They’ll be able to leverage their networks and expertise to connect with candidates who possess leadership acumen and understand your niche's nuances.

As I mentioned at the beginning, setting out on the process can be overwhelming and at times, throughout the search process, it can be incredibly time consuming. That’s where a specialist search partner can provide value both in terms of knowledge and also practically with set processes.

The likelihood is that recruitment isn’t what you do day in and day out, so use experts who do.

Practical Tip: If you decide on external support, do your research. Look for firms that demonstrate expertise, ask around in the industry and review their case studies.

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Skills alone aren't enough; cultural fit is paramount. You’ve probably had first-hand experience yourself within your business where someone has the right skills, right experience but not the right attitude or behaviour for what you need.

There’s never a one size fits all approach with this. Remember that. Every business is different with so many factors to take into consideration when thinking about culture fit. Even location can impact it.

Navigating executive recruitment demands a nuanced understanding of regional working cultures. Toronto's diverse and collaborative environment, influenced by Canadian consensus-driven values, contrasts with the varied work structures across Europe, where precision in Germany differs from relationship-focused approaches in Southern countries. In the US, California's innovative and laid-back ethos contrasts sharply with New York's fast-paced, results-driven atmosphere.

Now that’s quite a generic overview and isn’t the same for all. Recognising the importance of local business etiquette, communication styles, and leadership expectations is paramount for hiring executives who can thrive in your business. If you’re expanding into these markets or perhaps even opening an office in these regions, you need the right executives who fit in with this.

Practical Tip: Include behavioural and cultural fit assessments in your interview process, seeking examples of how candidates have navigated similar cultural landscapes.

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Building a strategic C-Suite board isn't just about the present; it's an investment in the future. Incorporate succession planning into your recruitment strategy. Identify individuals with the potential to grow into leadership roles, ensuring continuity and stability as your company evolves. This is particularly crucial for family-run businesses due to their unique blend of legacy, emotional dynamics, and the delicate balance between competence and familial ties.

Practical Tip: Develop mentorship programs and provide leadership training to nurture internal talent for future C-Suite positions.

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The strength of your business lies in the calibre of individuals you bring on board. It is imperative to diligently embrace the prospect of hiring individuals capable of driving transformative change, but exercise caution before making critical decisions. Thoroughly assess factors such as revenue implications, change management strategies, headcount considerations, and proven experience in navigating a business through growth and change stages. Where there are a lot of concept-based operators abound, prioritise those who not only understand the concepts but also possess the practical skills to execute.

Adopting a strategic and thoughtful approach to building your team will pave the way for sustained success and a business that thrives amid growth and change.

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