Are you hiring for comfort or for progress? It’s an easy trap to fall into. You sit across from a candidate who reminds you of yourself ten years ago.  Or maybe they mirror someone on your team who’s been successful. They “just feel right.” That’s the comfort zone of culture fit. It feels safe. It feels smooth. But here’s the risk: If everyone looks the same, thinks the same, and solves problems the same way, fresh ideas never surface.

The champagne glasses were still clinking when the cracks began to show. A star executive had been hired at lightning speed, hailed as the catalyst for change. Within half a year, departments were working at cross purposes, key metrics were falling like dominoes, and the exit package was costing more than the company’s last major project. So the real question for leaders is this: does moving fast on hiring truly put you ahead, or does it quietly set you back months and mil

Something that I firmly believe is an investment for any company's future is leadership development. As you will go on to read, I'm clearly not alone in that opinion. It’s common sense that training people to be better, more diligent, more focused and finding gaps in their skills is always a positive thing. It's also one of the first things to go when budget constraints are required. So, the big question: is leadership development really worth the money?

Imagine a busy international airport suddenly losing its air traffic controller. Planes are circling, communication is strained, and there’s a very real risk of collision. Who steps in? Not someone you’ll hire after six months of interviews… but a seasoned professional who can slot in now, restore order, and keep everything safely moving. Interim leaders are your organisational air traffic controllers, parachuting in when the stakes are high and time is tight.

We all know the phrase “culture fit”... it’s been baked into hiring decisions for decades. But here’s an uncomfortable truth, when overused or misunderstood, cultural fit can become a Trojan horse for unconscious bias. And the result? Leadership teams filled with people who look, think, and lead a lot like… well, you. That’s not cultural alignment. That’s cultural stagnation.

Over the years, I’ve seen plenty of leadership teams that look great on paper, strong CVs, strategic minds, ambitious plans. And yet… performance still drags. It’s a bit like driving a high-spec sports car with the handbrake half on. You can move forward, but the engine’s straining, the wheels don’t spin freely, and sooner or later, something burns out. So what’s holding these teams back?

Let’s talk about Diversity and Inclusion. I know, for some, it might feel like a term that had its moment a few years back. Maybe you're tired of hearing about it. Maybe you even think it's become too political. But here's the thing… Regardless of your personal beliefs, one principle remains undeniably true…  Everyone deserves an equal opportunity based on their individual merit, not on gender, race, or political leaning. 

We spend so much time evaluating candidates on what's visible, but it's what lies beneath that truly determines their ultimate success.

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