Author: Jonathan W. Pritchard

Retain critical employees during a restructuring by discussing their future work, decision authority, and unresolved concerns directly. Prioritize people w...

Clarify overlapping roles by mapping the decisions and handoffs that the new organization must perform.

Ask candidates to reconstruct a specific failure using what they knew at the time. Score responsibility and later behavior separately from the quality of t...

Ask what attracts the candidate to the actual work, including its constraints and unpopular responsibilities. Compare their career-choice examples with the...

Give finalists equivalent feedback on a relevant work exercise and observe their revisions. Evaluate the quality of their reasoning, including justified di...

A culture contribution matrix that makes required behavior explicit while preserving room for different perspectives.

Record the impression a candidate creates, then score operating evidence separately. Use consistent job-related questions and a suitable work exercise befo...

A mutual expectations memo that makes the operating mandate explicit before an executive accepts the role.

Use executive reference calls to verify role-relevant behavior through specific examples.

Evaluate a returning executive as a candidate for today’s mandate. Examine why they left, what has changed, and whether current evidence supports the...