Alderson James’ Post

At AJ | EXEC, we’re redefining what it means to hire for leadership.   Our mission is built around creating impact through longevity, where success is driven by transformative leadership.   Leadership that pushes the boundaries of innovation and propels businesses forward.   Leadership that fosters collaboration, building engaged teams working toward shared goals.   Leadership that not only focuses on immediate success but also drives sustainable, long-term growth.   Here are 5 core leadership traits that will shape the future over the next five years:   1. Adaptability: With rapid advancements in technology and market dynamics, leaders must remain flexible and embrace change.   2.Emotional Intelligence: Empathy, self-awareness, and strong relationship management will be critical as employee well-being and mental health continue to take centre stage.   3.Innovation-Driven: Leaders will need to inspire creativity and encourage risk-taking to stay competitive in evolving industries.   4.Resilience: Setbacks are inevitable. Leaders who can pivot quickly and inspire their teams to overcome challenges will stand out as motivators and guides in turbulent times.   5.Inclusive Leadership: Prioritising diversity and creating inclusive environments will be key to building high-performing teams that feel valued and produce results.   💡 If you’re a leader ready for your next challenge, we’d love to support you in finding your next impactful role. We are working on a host of roles within the SAAS, Fintech, AI and Ecommerce, ecosystem. 👉 Book a meeting with Steve Jacobs should you wish to have a confidential chat - steve@aldersonjames.com #leadershiphiring #executivesearch

5 Secrets Every CEO Successfully Growing Their Business Knows... That stagnant CEOs don't... Want them? Here they are 👇 🚀 Growing Business: Prioritise leaders who inspire innovation and drive strategic growth. 🚫 Stagnant Business: Settle for managers who only handle day-to-day tasks. 🚀 Growing Business: Seek out executives with a clear vision for scaling and sustainable success. 🚫Stagnant Business: Focus on leaders who maintain current operations without future planning. 🚀 Growing Business: Has leaders who build teams based on collaboration, transparency, and adaptability. 🚫 Stagnant Business: Accept leaders who keep silos and resist change. 🚀 Growing Business: Ensure leaders are mentors who drive development and create a positive culture. 🚫 Stagnant Business: Choose leaders who are self interested 🚀 Growing Business: Quick, clear, and systemised interviewing, onboarding, and employee experience processes. 🚫 Stagnant Business: No defined processes, leading to inefficiency. To drive your business forward, the key is visionary leadership. How are you positioning your organisation for future success? ------------------------- If you’d like to discuss hiring Executives, Technology Leaders & Teams please do drop me a message or email at lauren@lhwpartners.com #ExecutiveSearch #CSuite #TechnologyLeaders

AMBIGUOUS AND UNCERTAIN These are two words Gong CRO, Shane Evans, used to describe the current state of go-to-market… Orgs are navigating the shift from a growth-at-all-costs to efficient growth mentality. They’re facing increased deal scrutiny, greater CFO involvement, and intensified competition - All leading to BIG changes in team structure and operations as they strive to define and achieve efficiency. But, here’s the GOOD news: Many of the world’s best companies are forged in uncertain, ambiguous times. Yes, uncertainty is scary. But it also presents *huge* opportunity. Shane shares 5 ways revenue leaders can help their teams thrive in an uncertain, ambiguous moment. Tip #1: Hire builders. You know, people who not only sell but also innovate, strategize, and build processes from the ground up. These are the people who drive transformation and long-term growth. Find out 4 more ways leaders can set their teams up for success in today’s market here: https://lnkd.in/g43hJxr6

Spotting a true leader during the hiring process can be crucial for the success of your team and organization. ⤵️ Here are some key qualities to look for when identifying potential leaders: 1. Strong communication skills: Leaders are effective communicators who can clearly convey their thoughts and ideas to others. ✨Look for candidates who are articulate, listen actively, and can inspire and motivate others through their words. 2. Decision-making abilities: Leaders are able to make tough decisions under pressure and take responsibility for the outcomes. ✨Look for candidates who demonstrate sound judgment, critical thinking skills, and the ability to weigh options and make informed decisions. 3. Emotional intelligence❗️: Leaders possess high emotional intelligence, which allows them to understand and manage their own emotions as well as those of others. ✨Look for candidates who demonstrate empathy,gg self-awareness, and the ability to build strong relationships with colleagues. 4. Adaptability: Leaders are able to navigate change and uncertainty with flexibility and resilience. ✨ Look for candidates who are open to new ideas, willing to learn and grow, and can adjust their approach in response to evolving circumstances. 5. Vision and strategic thinking: Leaders have a clear vision for the future and the ability to develop and execute strategic plans to achieve their goals. ✨Look for candidates who can think big picture, set priorities, and create a roadmap for success. #toptalent #leadershiphiring #hiringtips Malone Workforce Solutions

It is both interesting and amusing to me that it seems "well known" why big companies fail, and yet they still do, with some regularity. That fact suggests that the people making the "big bucks" are often not actually the most capable. I was reminded of this recently watching an old video interview of Steve Jobs, talking about how big companies stop focusing on making good products, and focus on sales and marketing instead. I'd personally add "process" to that list (ie: focusing on process, rather than outcomes and customer value). It's the same idea, though: if you shift away from focusing on continuous improvement of the actual value you're providing, that's the path of corporate decline. Note that it's less clear _why_ this happens at most large companies; that is, if the leadership motivations change, the leadership is incompetent, the structure is too large to prevent losing that focus, etc. I'm sure there are books and interviews about that also, but that's outside my area of expertise.

In today's fast-paced world, leadership is more than just a title—it's about driving real impact. 🌟 Here are 12 wake-up calls every leader needs to hear to transform their approach and truly empower their team: 1️⃣ Embrace Change: Adaptability is your superpower. 2️⃣ Listen More: Great leaders hear the unsaid. 3️⃣ Lead by Example: Actions speak louder than words. 4️⃣ Foster Growth: Invest in your team's development. 5️⃣ Build Trust: The foundation of any strong team. 6️⃣ Communicate Clearly: Say what you mean, mean what you say. 7️⃣ Empower Others: Great leaders create more leaders. 8️⃣ Stay Humble: Never stop learning. 9️⃣ Take Responsibility: Own your mistakes and successes. 🔟 Inspire Vision: Paint a compelling future for your team. 1️⃣1️⃣ Be Decisive: Confidence in decision-making is key. 1️⃣2️⃣ Show Empathy: Understand and support your team. Elevate your leadership game today and watch your team flourish. 💪 #Leadership #TeamEmpowerment #Leaders #GrowthMindset #LeadByExample #Inspiration #Motivation #LeadershipSkills #TeamSuccess #humanresources #jobinterviews #hiringandpromotion #jobsearch #jobseekers #jobopening #hr #workingathome #recruiting #c2c #hiring #deeplearning #homeoffice #culture #Recruitment #Hiring #AccountManager #JobOpportunity #TalentAcquisition #HR #Careers #JobSearch #ImmediateHiring #JobOpening #netsuite #hiring #USjobs

While hiring do not look for people who are the same as you. Hire people different from you. Then learn from them. Most of the leaders want to see themselves in any new candidate, they think it will be easy to connect with them. Leaders like the above ☝🏽are miss out on: → Different views lead to better decisions. → Diverse minds create stronger teams. → New ideas come from diverse inputs. → Inclusive leadership builds trust. → Experts accelerate growth. Empower them, learn from them and the rest will take care of itself. #team #business #hiring

The best Leaders are “in the weeds”. And in my experience, this applies to every function. About 7-8 years ago, I saw this first-hand when my current employer switched tack and expected their Sales Directors to lead from the front and contribute to revenue. The best Leaders thrived. The Directors who were detached, there for an easier ride and didn’t want to sell, became visible and uncomfortable in equal measure, and left (or were pushed). I’m hiring a CFO and CTO for a tech client right now, and both roles require the ability to lead strategically, but get into the detail and bring the team with them. £150-200k (+ equity) candidates, and yet they need to “get in the boat” with the team. Businesses don’t want hands-off, “operational” Leaders anymore. And neither does a high-performing team. Thoughts? Or exceptions? #financeleaders #leadership #core3 Leo Hewett Cally-Marie Burgess Louis Cordice Richard Bailey Harrison Robertson Micâ Postans Bex Hall Lewis Bittle

Leaders should regularly evaluate how they communicate, manage, hire, etc. in the face of changing market dynamics. And, generally speaking, it's positive for individuals and teams to drop rigid thinking and look for ways to build trust. CIO offers a hot/cold take on what Tech leaders need to do to thrive in an uncertain world. What are your thoughts on these "trends?" #ITLeadership #Technology

46% of leaders crash and burn within 18 months. Will you be one of them? 89% attributing this failure to poor transition management in the first 90 days (Source: Leadership IQ) Your first 90 days as a tech leader aren't just an introduction—they're a defining moment. A crucible that will define your entire career trajectory. But here's the flip side: Leaders who deliver quick wins in their first 90 days are 40% more likely to be seen as high performers throughout their tenure (Source: McKinsey & Company). The stakes are high. The opportunity is immense. Here's how to seize it: 𝟭. 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱 𝘁𝗵𝗲 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 Don't just learn the org chart. Grasp the underlying currents of your organization. What drives revenue? What keeps the CEO awake at night? Your tech solutions should answer these questions. 𝟮. 𝗔𝘂𝗱𝗶𝘁 𝗬𝗼𝘂𝗿 𝗧𝗲𝗰𝗵 Your infrastructure isn't just servers and code. It's the backbone of your company's future. Assess it critically. Is it ready for tomorrow's challenges? 𝟯. 𝗖𝗿𝗮𝗳𝘁 𝗮 𝗖𝗼𝗺𝗽𝗲𝗹𝗹𝗶𝗻𝗴 𝗩𝗶𝘀𝗶𝗼𝗻 A vision isn't just a fancy presentation. It's a call to action. Make it simple. Make it inspiring. Make it meaningful. Your team should believe in it wholeheartedly. 𝟰. 𝗗𝗲𝗹𝗶𝘃𝗲𝗿 𝗧𝗮𝗻𝗴𝗶𝗯𝗹𝗲 𝗩𝗮𝗹𝘂𝗲, 𝗙𝗮𝘀𝘁 Quick wins aren't about padding your resume. They're proof that you can translate ideas into impact. Find a problem. Solve it. Repeat. 𝟱. 𝗕𝘂𝗶𝗹𝗱 𝗮 𝗪𝗲𝗯 𝗼𝗳 𝗧𝗿𝘂𝘀𝘁 Leadership isn't a solo sport. Forge alliances across departments. Turn skeptics into believers. Your network is your net worth. The impact of these steps? Profound. Teams led by leaders who set clear goals in the first 90 days see 50% higher performance over the next year (Source: Harvard Business Review). This isn't just about surviving your first quarter. It's about setting the stage for transformational leadership that resonates for years to come. Your actions in these 90 days will echo through your entire tenure. Make them count. What's your strategy for making an impact in a new role? Share your insights below.