DALLAS--(BUSINESS WIRE)--It’s the most important election of our lifetime; so how can voters make the best choice?
Voters might do well to take a look at how professionals approach selecting leaders. One great resource is a straightforward and insightful paper from Top Gun Ventures: How Would the Professionals Go About Hiring the Next President of the United States (POTUS)?
Top Gun Ventures shares three secrets from the corporate world of executive search:
- Lesson 1 — Focus on the Endgame (What do you want the next POTUS to achieve and where should she/he take the country next?)
- Lesson 2 — Be Clear about the Criteria (What does it take to reach the endgame? What does success look like and how would it impact you and your family?)
- Lesson 3 — Use the Checklist (Checklists work for pilots and surgeons to save lives, so why not use them for selecting the next POTUS?)
The first secret… is that they don’t start by looking at the candidates or the job title.
“The professionals start by getting clarity about the endgame the leader needs to reach. A leader who might do a superb job of reaching a growth target could be entirely the wrong person to achieve a turnaround. The leader who is perfect for launching a new business might do a terrible job of increasing profitability in an existing one,” says Don Tuttle, Managing Partner, Top Gun Ventures.
What’s the takeaway for voters? Be clear about where you think the country needs to go and what success will look like before you decide what sort of candidate you need in office.
“The type of leaders that can get you to where you want the country to go next fall into one of four archetypes: Entrepreneurs, Launchers, Accelerators and Transformers,” says Peter Donovan, Managing Partner, Top Gun Ventures. “In this election voters are looking at the latter two archetypes. Is the endgame a ‘Transformation’ with all the painful turmoil that might entail? Or is the endgame ‘Accelerating’ the performance of the existing system with the risk that systemic problems will just be kicked down the road?”
The takeaway: the decision as to whether the nation needs a Transformer or an Accelerator to take the country to where you want it to go next is the key judgment every voter should be grappling with.
The second big secret… Top Gun Ventures shares is that when leaders underperform the reasons can all be traced back to the moment of hiring when they were assessed against an incomplete set of criteria.
“In many cases the criterion is limited to likability factors and not enough of the factors on background, experience and accomplishments that impact their ability to get the job done. The same situation and behaviors apply when selecting a President,” says Tuttle.
The paper illustrates the methods used by professionals to identify a full set of criteria necessary for on-the-job success and they show how some of the best Presidents from the past would rate against this criteria (George Washington, John F. Kennedy and Ronald Reagan).
Overall Ratings of Past Proven Top Performer Presidents
|Suitability for Role||86%||86%||89%|
The third secret… Top Gun Ventures shares is that executive search firms rely heavily on a simple but powerful tool: a Position Specification, more commonly known as a Checklist.
“Using a Checklist is no different from surgeons or pilots who have discovered that in their complex work a checklist saves lives,” says Donovan. “Whether it be selecting a CEO or voting for the POTUS, we need a checklist of key criteria and we need to diligently use that checklist to guide our choice.”
Voters can see one such Checklist in the How Would the Professionals Go About Hiring the Next President of the United States (POTUS)? white paper. This provides an example of a full set of POTUS criteria for on-the-job success. It features performance assessments on having the ear of the people, the right archetype, able to build a high performance team, influencing Congress to pass legislation, managing the economy, acting as commander in chief, temperament and key responsibilities such as energy, healthcare, education, international diplomacy and budget. The key is making the effort to create a full checklist of criteria needed to successfully take the country to the next level and the discipline to use it.
Voters will enjoy rating the candidates and comparing those scores to the few great GameChanging Presidents the nation has enjoyed in the past. If voters are not happy with their POTUS choice after the ratings then they can use the same Checklist to balance out any deficiencies through their selection for Senator and Congressman/woman. But this isn’t just a fun quiz; voters should learn from the process executive search firms use and make their choice of candidate based on a rigorous analysis on what the country really needs.
For details, reporters can download How Would the Professionals Go About Hiring the Next President of the United States (POTUS)? at http://www.topgunventures.com/wp-content/uploads/2016/05/TGV-2016-PRESIDENTS-PAPER-052516.pdf and call Peter Donovan or Donald Tuttle at 972.980.1616 or email at email@example.com.
ABOUT TOP GUN VENTURES
Top Gun Ventures is a premier global executive search firm with offices in Austin, Boston, Dallas, New York, Palo Alto, Seattle and St. Louis and reach throughout the Americas, Asia, and Europe. Top Gun Ventures specializes in recruiting proven ‘GameChanging’ executives that can lead our clients to the endgame, making their financial goals and business vision a reality.
Top Gun Ventures, LLC
THIS PRESS RELEASE IS INTENDED AS AN ILLUSTRATION OF THE PROCESSES USED BY TOP GUN VENTURES IN DOING EXECUTIVE SEARCHES AND NO ACTUAL SEARCH PROFILE OR ANALYSIS WAS PERFORMED WITH REGARD TO ANY OF THE PRESIDENTIAL CANDIDATES. THIS EXECUTIVE SEARCH SPECIFICATION IS NOT INTENDED TO PROVIDE TO YOU LEGAL, POLITICAL OR ANY OTHER ADVICE. NOR IS IT INTENDED TO PERSUADE OR INFLUENCE YOUR POLITICAL VIEWS OR POSITIONS. NOTHING IN THIS EXECUTIVE SEARCH SPECIFICATION SHOULD BE INTERPRETED AS AN ENDORSEMENT OF, OPPOSITION TO, OR AFFILIATION WITH ANY CANDIDATE AND/OR THEIR VIEWS, POSITIONS OR POLICIES. THIS IS NOT CAMPAIGN MATERIAL.