Storms Are Certain. Drifting Is Optional.

Last month, your Senior Vice President left without warning, leaving you feeling the weight of uncertainty and urgency.

Stakeholders are asking questions:

“That leader was exceptional—can we even find someone of the same caliber?”

You’ve started the search, but it’s not going smoothly. Meanwhile, everyone’s watching: the board, your team, and the brand-new customer that could redefine your company’s growth. You want to move forward swiftly yet effectively.

In the rush to fill this critical role, you’ve reached out to personal networks, hoping for quick leads. Yet it feels like you’re running in circles. You need a structured plan that still leaves room for strategy.

Re-Center the Map

Take a moment to zoom out. The stakes are high—not only for immediate tasks but for the long-term legacy you want to create.

Now, let’s move in closer:

1. Set the intention to define the right leadership profile.
2. Outline a clear path of what you need this leader to accomplish.
3. Identify potential pitfalls and red flags early.

Clarify Two Possible Futures

Future 1: Avoiding Detours and Dead Ends

• Imagine the new hire doesn’t work out: No cohesive vision, missed targets, even brand damage.
• Did you hire for current demands but ignore upcoming challenges like innovation, growth, or digital transformation?
• Did misalignment with the board’s or the team’s expectations cause friction?
• What red flags did you overlook, and why?

Future 2: On Time and Inspired, Reaching Bold New Milestones

• Now envision 12 months down the road: You’ve found someone who not only meets the job requirements but elevates the entire organization.
• This leader instills renewed focus, energizes the team to innovate, and aligns seamlessly with your mission.
• Stakeholders—customers, partners, and investors—see a strengthened reputation and trust in your brand.
• You’ve opened new markets or strategic avenues you once thought out of reach.

Align Values and Action

Internally, trust your judgment about cultural fit, leadership style, and alignment with your personal vision of success. Externally, gather feedback from board members, key clients, and top performers.

Ensure this leader can effectively engage with every layer of the organization and deliver tangible results.

Map the Process, But Keep Options Open

1. Define the role requirements in writing to anchor alignment across your leadership team.
2. Explore multiple candidate pipelines—executive search firms, peer recommendations, even non-traditional talent pools.
3. Develop a standardized interview flow to ensure consistent assessment, but stay open to deeper conversations that reveal hidden strengths or risks.

Reinforce Intent and Chart Your Course

True leadership success goes beyond checking boxes. It’s about nurturing an environment where high-level objectives—market leadership, profitability, and stakeholder trust—and core values such as innovation, integrity, and a people-first mindset can flourish.

By blending the avoidance of major pitfalls with the pursuit of inspiring outcomes, you reclaim control over your recruitment journey.

“It’s the set of the sails, not the direction of the wind, that determines our course.”

Take a breath. You’ve recalibrated the map.

You’re delivering on immediate responsibilities while laying the foundation for sustainable success. If any of this resonates, know you’re not alone—every CEO faces moments of high-stakes transition. I work with executives daily who navigate these same complexities, drawing from diverse leadership experiences to provide fresh insights.

Let’s forge a path, together, that ensures clarity, confidence, and true alignment with your strategic vision.

Send me an email me at brandon@authentiic.net

Authentically,

Brandon