Executive search is changing. A strong CV and proven track record still matter, but they are no longer enough. Tomorrow’s leadership demands call for more than past success. At Viavanta, assessing Future Skills is integral to every executive search.
What will the business need from its leaders next?
Together with our clients, we explore more than what the new leader needs to deliver today. Our primary interest is where the company is heading. What changes are emerging, and which challenges may not yet be fully apparent? How are business models, technology, collaboration, and leadership evolving, and which capabilities will become essential at C-level as a result?
Looking beyond the CV to Future Readiness
This also changes how we consider candidates. A strong track record remains relevant. But we are not simply looking for the closest match to past requirements. We are looking for the person best equipped to meet future demands.
The central question in an executive search therefore changes. It is no longer just: Who has demonstrated in the past that they can meet the demands of this role? It is also: Who brings the mindset, capacity to learn, and human skills needed to lead the company successfully into the future?
We deliberately look ahead: How does a candidate think about developments for which there are no proven solutions yet? How do they approach scenarios, ambiguity, and conflicting perspectives? And how readily can they question their own beliefs, integrate new ideas, and develop solutions with others?
It is about understanding how well someone is prepared for a future that cannot yet be planned. For us, this is the essence of Future Readiness. It applies not only to candidates but also to the organizations for which we recruit leaders.
Organizational Future Readiness as a Prerequisite
Future Readiness is not something an organization can simply acquire by hiring a new leader. Even the most future-ready leader can achieve little if the organization itself is not ready. That is why we challenge our clients, too. We discuss what approach to leadership will be needed, how decisions should be made, and whether the organization truly enables shared responsibility, a culture of learning from mistakes, and constructive challenge. This allows us to identify early on whether the individual and the company are a good fit for the long term.
Are you preparing to fill a C-level position? Are you considering which Future Skills will be essential? I look forward to discussing this with you.
Eveline Muhmenthaler, Managing Partner