You are disenchanted with your current CFO and you decide the time has come to replace him. Yes, he has brought you some terrific new board members, has worked closely with the new controller to completely overall finances and the accounting department and, when you needed a new investment round, he was one of the critical players in getting you what you needed.
But – he has some personality flaws. His style is a little too rough for some of the newer people on your executive team. A few have complained directly to the board demanding his replacement. After suggesting he get some executive counseling, which he refused, you decide you want to replace him.
Maybe your scenario is different.
Perhaps your current CFO has superb people skills, but she isn’t the most effective with your bankers and venture capitalists.
I’m going to focus on the first scenario, because these issues are probably more challenging to resolve. However, I will also make some comments about the second scenario, to give you some additional food for thought.
Whatever the scenario, the tendency is to make this lack the key ingredient in your next search. I’ve seen this tendency in government agencies, religious organizations and corporations with global enterprises just like yours.
Don’t do it.
Instead, get serious about a new job analysis and job description before you contact your executive recruiter. It might even be time to go outside the usual channels to find the right person for this phase in your organization.
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