Executive Search and the New Rhythm of Leadership

Remi Diennet,
Global Head of Executive Search, LHH

The leadership landscape is undeniably "in motion." LHH’s new research report View from the C-Suite: Executive Search Strategies for a New Era reveals a strong appetite for executive career movement across markets, with a striking 59% of executives globally planning a short- to medium-term career move.

This isn't merely a disruption; it’s becoming part of the rhythm of transformation. For example, 71% of executives in Canada and 64% in the U.S. expect to make a move within this timeframe. Certain industries, such as pharma/biotech (79%), show particularly high levels of short- and medium-term mobility.

This movement isn't always by necessity. Many senior leaders are seeking new roles that align more closely with their values and give them scope to make a meaningful impact. Two-thirds of transitioning executives choose to exit their current organizations entirely, which means a loss of organizational knowledge and sectoral networks, in turn slowing progress. This trend underscores the critical importance of proactive engagement, robust skills development pathways, and succession planning. 

A Broader Skillset Across the C-Suite

When it’s time to replace a successful leader, organizations may be tempted to look for a candidate with a similar profile to the outgoing executive. Conversely, if a leader has left under a cloud, hiring their opposite might seem like a straightforward solution. Truthfully, neither of these approaches accounts for how fast skills mixes are changing at all levels, including the C-Suite.

The leadership teams that will succeed in this new era are those that understand how to innovate, transform their organizations, and embed technology to create value. Our research shows that human skills are paramount. The top skills needed within executive teams today include:

• Collaboration and teamwork (21.05%).
• Strategic thinking and decision-making abilities (20.86%).
• Effective communication and interpersonal skills (20.26%).
• Innovation and creative problem-solving (20.15%).
• Leadership and team management capabilities (20.00%).
• Adaptability and change management skills (19.93%).

These broader skills—fostering innovation, leading change, and creative problem-solving—are now defining executive success.

But human skills aren’t the whole story. In the age of AI, tech and AI skills are now the #1 attribute leaders value in their teams (38%), followed closely by agility and adaptability at 37%. Leadership teams must become confident in AI's possibilities, fostering a culture where knowledge is shared and skills are elevated.

Recruiting a leader who embodies all these traits and capabilities is a tall order. It’s likely that the leader who understands the business implications of AI is a different person to the leader who can champion and inspire adoption across the organization. Rather than hoping for a single perfect candidate, organizations hiring leaders should look for candidates whose skills—or ability to develop skills—will complement those already in place.

The Critical Role of Onboarding

These shifting needs mean executive search strategies must evolve. The focus is no longer only on replacing a departing leader. Instead, it’s about anticipating future challenges, understanding what capabilities will be critical, and ensuring leadership teams are designed to adapt.

Making a great hire is just the beginning; ensuring their successful integration is vital for lasting impact. LHH’s research shows that one in three new leaders do not feel confident in their personal ability to perform in their first 12 months in a new role. A similar sentiment is shared about their teams, with 31% of executives lacking confidence in their leadership team’s ability to perform.

This highlights a significant opportunity for organizations to rethink how they support new leaders. Tailored support, aligned with the leader, role, and organization, is crucial to accelerate their time to impact. Even the best onboarding plan requires dedicated investment and protection from pressures to ensure executive success.

What This Means for Leadership Hiring

Hiring leaders is no longer about finding the perfect candidate. It's about strategically identifying, attracting, and nurturing leaders who embody a new profile of skills and motivations. By understanding these shifts—from the heightened mobility of leaders and their desire for purpose and meaning, to the critical need for human and AI skills, and the imperative of robust onboarding—organizations can build future-ready leadership teams fit for an ever-changing world.

Think of executive search in this new era not as a search for for a specific item, but as a process of cultivating a complex, high-value ecosystem. You're not just looking for a single plant; you're seeking the right seeds, providing the ideal soil (culture), consistent water (support and development), and the perfect amount of sunlight (meaning and purpose) to ensure the entire garden—your leadership team—flourishes and adapts to any change in climate.