The organization’s ambitions, resources and relationships shape the leadership task․ We help turn that task into requirements the team can examine before discussing candidates․
Begin with the leadership task
We explore what the organization wants to accomplish and preserve, and how strategy, culture and stakeholder relationships shape the decisions ahead․
Our Defining leadership requirements page explains how these demands become capability priorities and a basis for later evaluation․
Examine capability in context
We examine how an executive’s judgment, relationships and ability to mobilize organizational resources serve the role․
The Leadership capability page shows how to connect candidate strengths with leadership work and examine the assumptions behind a strong impression․
Make the priorities open to discussion
We propose priorities and explain their business rationale․ Decision-makers and executive search professionals question the assumptions, add context and agree on the requirements․
The resulting criteria give the team a basis for weighing candidate strengths․ Selection and appointment decisions remain with the client and the professionals responsible for the search․
Use research to inform the requirements
Oiketos’s method draws on a peer-reviewed perspective article on executive selection criteria by Dr․ Hannu Sehm, founder and CEO of Oiketos․ It proposes how organizational context and future role demands can guide capability priorities․ The article identifies further empirical validation as a research task․
His doctoral research on leadership under sustained disruption developed a framework and behavioral measure that inform our descriptions of leadership in practice․ Our Research & evidence page explains these contributions and the wider literature․
Put the approach to work
Executive Selection Brief provides a structured, AI-assisted process for developing the mandate and proposed priorities․ The product page explains what you receive and how to use it․