Most CEOs will tell you that after the challenge of creating the right strategy, the most difficult decision they ever have to make is: “Who will I hire?” Why is this decision so critical?

For these and other reasons, most CEOs will spend 20 to 30percent of their time focused on achieving the “right fit” in their organizations – hiring those people who will position the company for success. At Larcen Consulting Group, we identify two fundamental requirements necessary to achieve the “right fit”: the potential to perform against clearly articulated performance objectives, and the style fit.

In our next newsletter, we will focus on the subject of hiring for performance, but here we want to talk about the importance of style. We all have unique ways of managing. It influences how we communicate and how we make decisions. It causes us to prefer to work in a collaborative manner or to remain very self-reliant. Our style determines how much data we share and even what data we pay attention to in the decision-making process.

Style also influences how we perform in a given role. Sales guys need to be good with people. Accountants need to be good with numbers. Engineers will be very analytical in their approach while HR execs will be relationship-oriented. All of these role attributes stem from our innate style and preferences for what work we enjoy and how we do that work.

In the hiring process, the CEO or hiring manager must have a good sense of what the required style for success will be. This requirement will be influenced by the following factors:

At Larcen Consulting Group, we specializing in providing you the right tools to assess the “right fit” and increase the odds of success!