The right role at the right time can catapult someone’s earning potential in a way that changes not just their life, but also their family’s lives. I’ve helped leaders land positions with equity, performance-based bonuses, and long-term incentive plans that have allowed them to pay for their kids to attend college debt-free and provide exceptional care for aging parents.
Most executive interviews rely on the usual approach: "Tell me about yourself." "What are your strengths and weaknesses?" “Why did you move from that place to the next one?” They might scratch the surface, but they rarely reveal the stuff that truly matters—like how a leader handles pushback, how they remain calm and collaborate under pressure, or how their instincts shape critical decisions.
Success at the executive level isn’t just about skills or experience—it’s about alignment, trust, and influence. Research shows that nearly 40% of executives fail within the first 18 months—often due to misalignment with company culture, unclear expectations, or lack of support.
An industry colleague who I admire and respect for his intelligence and eloquence recently shared this article. It captures some of the most salient points about how to be a motivating and inspiring manager. Bottom line is trust your team members to handle what you ask of them, and just know that you will get back the level of quality that you initially provide.
Despite the COVID-related layoffs plaguing the U.S., some of you may have witnessed what’s happening on the other end of the spectrum: companies are hiring! Our firm just completed 4 searches since January – two CEO searches, one CHRO and one for a brand experience leader – all for companies that are in high growth stages.
Prior to the chaos of COVID-19, our clients would typically say: "This new hire must be based in our headquarters city, 5 days a week”, as a condition for their hiring. This requirement has changed overnight. Now, with virtual leadership being the new normal, the knowledge and foresight for how to guide this new way of operating is critical.
Making the Match - in Record Time TKJ Executive Search
I’ve been involved in the CPG Business my whole career, and during the course of that time, I’ve done several searches using most of the major search firms. I was presented with a situation recently that was really unique. Unique in that it was in the middle of COVID, in early April, and we had a unique proposition that we needed a CEO for. It was an early stage business that had been launched overseas and we were bringing it to the US. We needed a CEO who had major company experience, who had small early stage experience, and who had worked with private equity. That’s a tough, tough challenge to find. I was interested in Tammy and her firm because in her talk with me she indicated that was her specialty so we agreed to have her do the search, and I couldn’t have been more impressed with the process. In the course of six weeks, Tammy and her team found 30 candidates that were outstanding, five of whom I spent Zoom time with interviewing. We found one that unanimously, from Tammy, from myself, from our board we believed was the best candidate. We zoomed him and hired him, and he started, never having met any of us in person—only by zoom. Since that time he has turned out to be a fabulous leader for our business. I can’t say enough about the process that Tammy and her team did; took us through, performed and delivered on. Any situation you have whether its traditional or unique, especially if its unique, I would recommend Tammy and her team in a second. That could not have delivered any better than they did.
Making the Match - Tammy Jersey for TKJ Executive Search
Time matters. We deliver outcomes for our clients faster than they’ve ever gotten from other providers. We also take a really intuitive approach and they appreciate that because they don’t get that from other people. So we get underneath what they are looking for, we get underneath what a candidate is all about. We’re known for being really effective problem solvers. There’s that cliché of thinking outside the box. We do it regularly. So if a client says here is what we are looking for, we will ask a lot of questions and then what we deliver is what they said they are looking for and also other possibilities—and usually they are delighted by them. And then finally we care. I make it very personal with everything that we do. Our clients have remarked on the fact that we have an amazing energy that continues throughout the search even after the payments are done. We follow up with the placement. We make sure they are doing well and they’re happy. We follow up with the client and make sure they are happy. We make sure the match is working. At the end, people know we are in it for the long—haul with them.
The most productive coaches provide strategies for their clients to excel, by smartly leveraging their soft skills, without the need for the coach's ongoing guidance. Engaging the boss as a trusted partner can often ensure this continued success, as long as there is enough trust between client and boss. Ben’s article captures the importance of a boss’ partnership in his article. Well said Ben!
— Alexandra Aleskovsky, President & CEO
— Lori Massad, SVP Human Resources and Chief Talent Officer, Alliance Bernstein
— Ellen Shedlarz, Former SVP HR Ziff Brothers Investments and Former Chief Operations Officer, Global Talent Management Group, Morgan Stanley
— Sarah Cox, Manager, Talent Management, L.L. Bean
— Kerry Hatch, Former COO, Global Client Services, Axciom
— Michael Bruno, former CHRO Muscular Dystrophy Association, IAC and Rodale
— Kevin Doran, Senior HR and Communications Leader, PQ Corporation
— Susan Grimbilas, Partner and Managing Director, Head Of HR And Operations for North America, The Boston Consulting Group
— Jennifer Stier, COO, Highfields Capital Management
— Hy Pomerance, Chief Talent Officer, Cleary Gottlieb Steen & Hamilton LLP
