Adaptive Path At Destiny’s Door
By Michelle Malay Carter on April 18, 2008
During my typical morning internet surfing, my circuitous route led me to this CEO job opening announcement at Adaptive Path.? Love the?name. ?After reading their website, I’m sure my management consulting firm, PeopleFit, could benefit from their” finding-your-market” and product design services.?? I still don’t fully understand what they do, but they seem hip, savvy, and smart.
We’re smart and savvy. I’ll stop short of hip. We, as well, have tremendously unique and valuable services to offer that aren’t the easiest to explain — specifically because they are so unique. One of those services being – Executive Talent Assessment.
How Do You Decide If a CEO is Qualified? – Not All CEO Jobs Are Equal
It seems that Adaptive Path is growing, and its three founders are looking to add a CEO. What PeopleFit could do for Adaptive Path that few others could is use a validated, science based approach to assess the work complexity level of the proposed CEO role and then screen their candidates for the corresponding level of cognitive capability.
Hugely Important Strategic Question
My question is are they going to continue with their “team leadership” approach or are these thought leaders looking to hire themselves a thought leader? It’s unclear. Here’s what they say:
“Right now, all three of us (Peter, Jesse, and Bryan) work as a team to keep Adaptive Path growing culturally, creatively, and financially. We don?t want to replace any of the current executives. We want someone with a unique mix of business experience, operational savvy, and leadership qualities.”
Partner or To-the-Next-Level Leader?
The candidate pool for hiring a cognitive “partner” who would add a different knowledge and skill base than that of the three founders would be different than the candidate pool for someone who could “take the business to the next level”. Taking the business to the next higher level would require a higher cognitive capacity than that which is currently in place.
Einstein Believed in Levels
If you don’t believe me, how about Einstein who said: “The significant problems we face cannot be solved at the same level of thinking we were at when we created them.” (Emphasis mine.)
Their Destiny – Humble Success, Implosion, or Sale?
Very few entrepreneurs have the humility necessary to understand when their “baby” has grown out from under them and now requires a level of leadership greater than they can offer. Relinquishing the top spot to an “outsider” and becoming their direct report takes guts and character. Usually when start ups hit this crucial point, they implode or are purchased.
No Strategic Decision Should Be Made without Looking Through This Lens
There may not be one right answer on this, but using a work levels and cognitive capacity framework to inform these strategic, destiny-determining, structural decisions is the best path to ensuring they continue to grow culturally, creatively, and financially.
As I’ve said before, hierarchy, like bacteria, is not inherently good or bad, but misunderstand or ignore them at your peril.? I’m OK.? You’re OK.? Let’s fix the system.
What do you think will happen?
Filed Under Corporate Values, Executive Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels
Comments
2 Responses to “Adaptive Path At Destiny’s Door”
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I believe the ref to next level leadership is on the mark. i doesnt seem clear exactly what type of person is required
Hi Uche,
Thanks for stopping by and for the comment.
The necessary level of the leader would be determined by the strategy.
If the work complexity level of the current strategy is level 5, in order to execute a level 6 strategy, they would need a level 6 capable leader.
At five you tend to see a single focus business model. At six, you see combinations. Usually this takes the form of multiple business units.
Regards,
Michelle