We all know misalignment in leadership selection isn’t just disruptive, it costs organizations talent, time, and trust. The truth is every leader and organization comes with strengths, challenges, and trade-offs. The key isn’t perfection—it’s alignment, and candid conversation is the way to get it right.
How the Right Dialogue Shapes Better Hiring Decisions
Candid conversation isn’t just a method, it is the differentiator that sets truly successful leadership selection apart. I am talking about real dialogue that goes beyond qualifications, education, even the tried-and-true measure of years of experience. In a time of rapid change and economic uncertainty, the qualities that make a leader effective are shifting. More than ever, it’s critical to understand not just what a leader has done, but how they think, adapt, and lead. As highlighted in a 2024 Harvard Business Review article, "While structured interviews ensure consistency, they may not fully capture a candidate's adaptability and communication style, which are crucial for leadership roles." Incorporating honest conversation allows the process to go deeper than the average interview—it moves beyond your typical exchange to uncover the expectations, values, and challenges that define whether a leader will thrive.
These conversations require humility, open-mindedness, and a willingness to share, creating an open environment where all parties can speak honestly. By prioritizing this type of dialogue, particularly as the search progresses through its final stages, we aim to build relationships that transcend business transactions and provide a platform for genuine understanding. This honest exchange mitigates the risk of misalignment and ensures that the leaders placed by Royer Thompson are prepared to meet the true needs of the role and organizations can meet the real expectations of a candidate.
For candidates, this is often a life-changing decision, frequently involving family relocation. For organizations, success or failure has a very tangible impact. Hybrid work is one example of how differing expectations—when left unspoken—can lead to frustration and lost opportunities. Similarly, I advise my clients that I will be addressing compensation expectations openly and early in the process. Avoiding direct discussions about compensation to save a marginal amount can backfire and usually leads to a lack of trust in an organization, not great starting grounds for a new relationship. Prioritizing candidness allows both sides to assess the opportunity with clarity and confidence before making a commitment. And sometimes, alignment simply isn’t there, which is perfectly fine and is better recognized early in the process.
Creating Space for Candidness
Following principles from the theory of Radical Candor, I guide clients and candidates to say what they are really thinking in but in a way that shows they care. Creating psychological safety is key; fostering an environment of empathy, trust, and confidentiality allows real insights to emerge. Active listening plays a critical role, encouraging engagement with both what is said and what is left unsaid to uncover deeper insights into the needs and strengths of both candidates and the organization. At Royer Thompson, we use open-ended questions to keep the conversation flowing and to invite richer responses from both parties, such as, "Which of our company's values do you most identify with, and why?" Clients, who hold important roles and often have much on the go, are encouraged to be fully present, free from distractions, to engage more deeply and gain a clearer perspective. When I see these elements come together, the result isn’t just a better hire—it’s a leadership decision that drives long-term success.
Let’s Get Candid
Contact me for a candid conversation about how we can help strengthen your leadership team by selecting a leader that isn’t “perfect” but truly aligns.