Top 10 Leadership Qualities Your Next Executive Hire Should Have

When it comes to building a successful organization, few decisions are as critical as selecting the right executive to lead your team. The cost of making the wrong executive hire is not strictly financial, though the Society for Human Resource Management (SHRM) estimates that replacement costs can be as high as 50 to 60% of the candidate’s annual salary. The wrong executive in place can also have a negative impact on productivity, team morale, and customer retention.

So, how can you make sure the hire you make is the right one? 

Today’s business environment is competitive and constantly evolving. To increase your confidence that the executive brought on board is the right one, you need to understand not only what they have accomplished in their career, but who they are. A resume is a valuable snapshot of an executive’s functional expertise, but it often leaves much to uncover about their leadership style, decision-making approach, and cultural fit: factors that are just as critical to long-term success.

Let’s explore the 10 leadership qualities that should be at the top of your checklist when making your next executive hire. 

1. Ability to Build a Strategic Vision

Effective executive leadership hinges on the ability to maintain a strategic vision. This entails not only setting long-term goals and identifying growth opportunities but also aligning teams around a clear, actionable roadmap for the future. Studies have shown that organizations with a clear and compelling vision are 42% more likely to achieve their goals than those without one. Cultivating a strategic vision is not just a leadership asset. It is a fundamental driver of organizational success.

2. Emotional Intelligence 

Emotional intelligence (EQ) has emerged as a critical attribute for effective leadership. Leaders with high EQ possess the ability to understand and manage their own emotions, empathize with others, and adeptly navigate complex interpersonal dynamics. Each unresolved conflict in the workplace can drain around eight hours of productivity, and high EQ enables leaders to facilitate resolutions that respect all parties involved. This proficiency is essential for building trust and maintaining team morale.

3. Adaptable and Resilient

Today’s markets evolve at an unprecedented pace, and executives must be capable of reassessing strategies quickly, embracing change, and guiding their teams through turbulence. Adaptability alone is not enough. The pressure at the executive level is intense, and resilience, the ability to bounce back from setbacks, remain composed under stress, and maintain steady leadership are all essential. High-resilience leaders have a ripple effect among teams, reducing employee turnover. Adaptability and resilience are not soft skills. They are survival skills.

4. Decisiveness

Executives are constantly faced with high-stakes decisions. In a world with an abundance of data available, excessive analysis can lead to delays in crucial strategic decisions, causing organizations to lose ground or fall behind. The best leaders can assess information quickly, weigh risks, and make confident decisions, even with incomplete data. 

5. Integrity and Accountability

​Executives who lead by example and take ownership of outcomes, both positive and negative, cultivate a culture of trust and responsibility that permeates all levels of the organization. Research indicates that leaders who consistently demonstrate ethical behavior empower employees to make ethical decisions, knowing their actions align with the organization's values and objectives. Strong moral character and a sense of accountability are foundational to effective executive leadership.

6. Maintains Customer-Centric Thinking

Companies where CEOs are directly involved in customer experience initiatives report an 83% increase in customer satisfaction and a 58% rise in revenue. Furthermore, organizations with high customer satisfaction scores have generated twice as much shareholder value over the past decade compared to their competitors. ​Great executives prioritize the customer in every decision, championing their voice, aligning teams to deliver value, and leveraging feedback to drive strategy and innovation. 

7. Ability to Hire and Develop A-Players

​Exceptional leaders understand that building high-performing teams is not just about hiring A-Players. It's about nurturing, developing, and retaining that talent over time. Mentorship is a proven catalyst for employee development and retention: mentees have a 72% retention rate, compared to 49% for non-mentees. Executives who prioritize mentorship, continuous improvement and professional growth create environments where individuals thrive, leading to stronger organizational performance and resilience.

8. Collaboration and Great Stakeholder Management 

Executives must be able to influence, gain buy-in across departments, and manage relationships with board members, investors, partners, and regulators. Modern leadership transcends traditional command-and-control models, emphasizing collaboration, influence, and inclusivity. Organizations that embrace collaboration are 36% more likely to outperform their competitors. Great executives foster cross-functional partnerships, actively listen to diverse perspectives, and cultivate environments where ideas can flourish.

9. Clear Communicator

Effective communication is a cornerstone of impactful executive leadership. Whether inspiring teams, engaging stakeholders, or navigating crises, clear and compelling communication is essential for articulating vision, providing feedback, and fostering active listening. However, many leaders fall short in this area. A survey by the Harris Poll revealed that 91% of employees believe their leaders lack critical communication skills, particularly in providing clear direction and feedback. To excel, executives must prioritize transparent, consistent, and empathetic communication.

10. A Cultural Fit and a Cultural Add

​The right executive should not merely fit into your existing culture. They should actively enhance and evolve it. Focusing solely on cultural fit can inadvertently lead to homogeneity, stifling diversity and innovation. To counter this, many organizations are adopting a "culture add" approach, seeking leaders who not only align with core values but also introduce new ideas and perspectives. This strategy promotes a dynamic and adaptable workplace culture. While aligning with your organization's core values is essential, leaders who bring fresh perspectives can drive innovation, foster inclusivity, and strengthen overall cohesion. 

Beyond impressive resumes and technical expertise, the most effective leaders possess a dynamic blend of the qualities listed above. By prioritizing these core leadership qualities in the search for your next executive, you position your organization for long-term success, ensuring that your next hire is not just a capable leader, but a transformative one.

At Summit Search Consultants, we go beyond the resume review to deliver lightning rod executive hires. We have experience in supporting F500 companies, disruptive startups and everything in between. Our tailored, high-touch search process uncovers the full spectrum of leadership qualities needed to drive success in today’s dynamic business landscape.

To connect with our team and explore how we can support your executive hiring needs, book a complementary consultation for a no-obligation assessment of your ongoing or upcoming search project.