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SHRM Foundations Effective
Practice Guidelines Series
THE SEARCH FOR
EXECUTIVE TALENT
UNDERSTANDING THE PROESS
AND SETTING IT IN MOTION
!" Ste#$en %& 'accaro
Edited (" S$elle" S#err"
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SHRM FOUNDATIONS EFFECTIVE PRACTICE GUIDELINES SERIES
THE SEARCH FOR
EXECUTIVE UNDERSTANDING THE
TALENT PROESS AND SETTI
IT IN MOTION
Ste#$en %& 'accaro
Edited by
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S$elle" S#err"
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THE SEARCH FOR
EXECUTIVE TALENT
T$is #u(lication is desi)ned to #rovide accurate and aut$oritative infor*ation re)ardin) t$e su(+ect *atter covered& Neit$er t$e
#u(lis$er nor t$e aut$or is en)a)ed in renderin) le)al or ot$er #rofessional service& If le)al advice or ot$er e,#ert assistance is
re-uired. t$e services of a co*#etent. licensed #rofessional s$ould (e sou)$t& An" federal and state la/s discussed in t$is (oo0 are
su(+ect to fre-uent revision and inter1#retation (" a*end*ents or +udicial revisions t$at *a" si)nificantl" affect e*#lo"er or e*#lo"ee
ri)$ts and o(li)ations& Readers are encour1a)ed to see0 le)al counsel re)ardin) s#ecific #olicies and #ractices in t$eir or)ani2ations&
T$is (oo0 is #u(lis$ed (" t$e SHRM Foundation. an affiliate of t$e Societ" for Hu*an Resource Mana)e*ent 3SHRM4& T$e inter#retations.
conclusions and reco**endations in t$is (oo0 are t$ose of t$e aut$or and do not necessaril" re#resent t$ose of t$e SHRM Foundation&
56787 SHRM Foundation& All ri)$ts reserved& Printed in t$e United States of A*erica&
T$is #u(lication *a" not (e re#roduced. stored in a retrieval s"ste* or trans*itted in /$ole or in #art. in an" for* or (" an" *eans.
electronic. *ec$anical. #$otoco#"in). recordin) or ot$er/ise. /it$out t$e #rior /ritten #er*ission of t$e SHRM Foundation. 8977 Du0e
Street. Ale,andria. :A 66;8
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TABLE OF
CONTENTSv Foreword
vii Acknowledgments
ix About the Author
1 The Search for Executive Talent: Understandi
the Process and Setting t in !otion
" #efining Executive Position $e%uire
& #efining Executive Attributes
' $ecruiting (andidates
) Assessing and Evaluating (andidate
1* !aking the Final #ecision
1& Post+Selection (hallenges: ,egotiat
Entr. and Sociali/ation
1' (onclusion
1) $eferences
") Sources and Suggested $eadings
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FOREWORD
Dear Colleague:
De!"#e #$e %o&"'era(le #")e a&' )o&e* !e o& e+e%u#",e ear%$e-
.a"lure ra#e .or e&"or e+e%u#",e %o"&ue #o r"e/ S"&%e a %o)!a&*
u%%e " o.#e& '"re%#l* #"e' #o #$e 0ual"#* o. "# lea'er$"!- "&%rea"&g #$e
e..e%#",e&e o. #o! e+e%u#",e " a $"g$ !r"or"#* .or e,er* orga&"1a#"o&/
T$" &e2 E..e%#",e Pra%#"%e Gu"'el"&e re!or#- The Search for Executive
Talent: Understanding the Process and Setting It in Motion 2"ll $el!
(u"&e lea'er a''re #$" %r"#"%al "ue/
I& 3445- #$e SHRM Fou&'a#"o& 'e,elo!e' #$e E..e%#",e Pra%#"%e
Gu"'el"&e er"e .or (u* HR !ro.e"o&al l"6e *ou/ I# a %$alle&ge .or!ra%#"#"o&er 2"#$ l")"#e' #")e #o 6ee! u! 2"#$ #$e la#e# reear%$ reul#/
B* "egra#"&g reear%$ ."&'"&g o& 2$a# 2or6 a&' e+!er# o!"&"o& o&
$o2 #o %o&'u%# e..e%#",e HR !ra%#"%e "o a "&gle !u(l"%a#"o&- 2e )a6e
#$eor* a&' !ra%#"%e a%%e"(le #o *ou/
Re%e re!or# "& #$" er"e- all a,a"la(le o&l"&e- "&%lu'eEmployment
Downsiing and Its !lternatives" #ecruiting and !ttracting Talent"
Developing $eadership Talent a&'%uman #esource Strategy/ T$" re!or#"
#$e 77#$ "& #$e er"e/ Su(8e%# )a##er e+!er# 2r"#e #$e re!or#- 2$"%$ are #$e&
re,"e2e' (* (o#$ a%a'e)"% a&' !ra%#"#"o&er #o e&ure #$a# #$e )a#er"al "
reear%$9(ae'- %o)!re$e&",e a&' !reee' "& a& ea*9#o9ue .or)a#/ e
alo "&%lu'e a ;Sour%e a&' Sugge#e' Rea'"&g< e%#"o& a a %o&,e&"e
re.ere&%e #ool/
T$" er"e u!!or# our ,""o& .or #$e SHRM Fou&'a#"o& #o ;)a+")"1e #$e
")!a%# o. #$e HR !ro.e"o& o& orga&"1a#"o&al 'e%""o&9)a6"&g a&'
!er.or)a&%e (* !ro)o#"&g "&&o,a#"o&- e'u%a#"o&- reear%$ a&' #$e ue o.
reear%$9(ae' 6&o2le'ge/< O,erall- #$e Fou&'a#"o& $a a #ra#eg"% .o%u o&
"&"#"a#",e 'e"g&e' #o $el! orga&"1a#"o& )a+")"1e lea'er$"! #ale/ e are
%o&."'e #$a# #$e E..e%#",e Pra%#"%e Gu"'el"&e er"e #a6e u o&e #e!
%loer #o )a6"&g our ,""o& a real"#*/ Pleae le# u 6&o2 $o2 2e are 'o"&g=
Mar* A/ Go2a&- P$/D/
C$a"r- SHRM Fou&'a#"o& Reear%$ A!!l"%a#"o& Co))"##ee
Dea& a&' Pro.eor o. Ma&age)e
Elo& U&",er"#*
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ACKNOWLEDGMENTST$e SHRM Fou&'a#"o& " gra#e.ul .or #$e a"#a&%e o. #$e .ollo2"&g "&'","'ual "&
!ro'u%"&g #$" re!or#:
content Editor
Larry Fogli, Ph.D.
Pre"'e a&' CEO
Peo!le Fo%u
Revie/ers
Lisa Bener, Ph.D.
V"%e Pre"'e > C$"e. O.."%er- Hu)a& Reour%e
MITRE Cor!ora#"o&
!ea"her Page, MS, P!R
Pro8e%# Ma&ager MSP
Ma&!o2er
Pro+ect Mana)er
Be"h M. M#Farlan, CAE
Ma&ager- S!e%"al Pro8e%#
SHRM Fou&'a#"o&
Ma+or fundin) for t$e Effective Practice Guidelines series
is #rovided (" t$e HR ertification Institute and t$e
Societ" for Hu*an Resource Mana)e*ent&
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ABO$T T!E A$T!OR%
STEP!EN &. 'ACCARO
S#e!$e& ?/ @a%%aro " a !ro.eor o. !*%$olog* a# George Mao&
U&",er"#* "& Fa"r.a+- V"rg"&"a/ He $a 2r"##e& )ore #$a& 744 ar#"%le-
(oo6 %$a!#er a&' #e%$&"%al re!or# o& lea'er$"!- grou! '*&a)"%- #ea)
!er.or)a&%e a&' 2or6 a##"#u'e/ Dr/ @a%%aro " #$e au#$or o. The &ature
of Executive $eadership: ! 'onceptualand Empirical !nalysis of
Success 3447/ "#$ )ore #$a& 34 *earo. e+!er"e&%e "& #ea%$"&g a&'
%o&ul#"&g- $e $a %o9e'"#e' #$ree o#$er (oo6-$eader Development for
Transforming (rganiations3445- The &ature of (rganiational
$eadership: Understandingthe Performance Imperatives 'onfronting
Today)s $eaders 3447a&' (ccupational Stress and (rganiational
Effectiveness7/ Dr/ @a%%aro $a alo %o9e'"#e' !e%"al "ue o.
$eadership *uarterly77973 o& "&'","'ual '"..ere&%e a&'
lea'er$"! a&' a !e%"al "ue .or +roup and (rganiation Management
o& #$e "er.a%e (e#2ee& lea'er$"! a&' #ea) '*&a)"%/ He $a '"re%#e'
.u&'e' reear%$ !ro8e%# "& #$e area o. #ea) !er.or)a&%e- $are'
)eal )o'el- lea'er9#ea) "er.a%e- lea'er$"! #ra"&"&g a&'
'e,elo!)e- lea'er a'a!#a("l"#*- a&' e+e%u#",e lea'er$"!/
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Toda". a d"na*ic. fast1#aced environ*ent t$at e,tends
across national (oundaries de*ands a ne/ 0ind of e,ecutive&
Hu*an connections are (eco*in) crucial for (uildin)
effective tea*s and *ulti1level colla(orative relations$i#s&
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T$e Searc$ for E,ecutive Tale
T!E SEARC! FOR E(EC$T)*E
TALENT% $NDERSTAND)NG T!E
PROCESS AND SETT)NG )T )N
MOT)ON
O.#e&- #$e '"..ere&%e (e#2ee& a goo' %o)!a&* a&' a grea# o&e " 'e#er)"&e' (*
2$o "# "& #$e e+e%u#",e o.."%e/ H"g$9!er.or)"&g e+e%u#",e %a& a'' )"ll"o& o.
'ollar #o #$e"r ."r) (o##o) l"&e/7e#- .a"lure ra#e .or e&"or e+e%u#",e are
$"g$a&' ge##"&g $"g$er/ T$e ra#e o. CEO #ur&o,er .or a ,ar"e#* o. %aue $a
(ee& "&%rea"&g la#el*- a&' reear%$ $o2 #$a# CEO a!!o"e' "& #$e !a# 3
*ear are #$ree #")e )ore l"6el* #o (e ."re' #$a& CEO a!!o"e' earl"er/3
G",e& #$e ")!or#a&%e o. e+e%u#",e !o"#"o&- 2$* are .a"lure ra#e o $"g$a&'
2$a# %a& (e 'o&e #o e&ure #$a# )ore e+e%u#",e $"re u%%ee' T$e a&2er "
.a"rl* #ra"g$#.or2ar': Mo# %o)!a&"e 'o &o# .ollo2 !ro,e& (e# !ra%#"%e a#
ea%$ #e! o. #$e !ro%e/ I. #$e* '"'- %o#l* #ur&o,er 2oul' (e )u%$ le l"6el*/
T$e )o# "g&"."%a reao& .or a la%6 o. u%%e "& #$e #ale ear%$ " #$a# #$e
e+e%u#",e "& %$arge o. ear%$e #e&' #o .ollo2 a'9$o% !ro%e'ureo.#e&
rel*"&g o& ""&%# ra#$er #$a& #a6"&g a',aage o. a 2eal#$ o. "&.or)a#"o&
a,a"la(le #o &a,"ga#e #$e !ro%e/J
A&' *e#- (* a&' large- e+e%u#",e )a6e !oor !ro)o#"o& a&' #a.."&g
'e%""o&/ B* all a%%ou- #$e"r (a##"&g a,erage " &o (e##er #$a& 4/JJJ: a#
)o# o&e9#$"r' o. u%$ 'e%""o& #ur& ou# r"g$#K o&e9#$"r' are )"&")all*
e..e%#",eK a&' o&e9#$"r' are ou#r"g$# .a"lure/ I& &o o#$er area o.
)a&age)e 2oul' 2e !u# u! 2"#$ u%$ )"era(le !er.or)a&%e/
.ro) Pe#er Dru%6er ;Ge##"&g T$"&g Do&e: Ho2 #o Ma6e
Peo!le De%""o&
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T$e Searc$ for E,ecutive Talent
Fi)ure 8 o*#onents of E,ecutive
Talent Assess*ent and Ac-uisition
#efinition of
Position $e%uirementsS#ecif"in) /$at #otential
e,ecutives /ill li0el" need to
acco*#lis$ in t$e s$ort and lon)
ter* in t$e tar)eted #ositions
#elineation of #esired
(andidate AttributesS#ecif"in) /$at /ould (e t$e
attri(utes and -ualifications of
t$e ideal candidate
$ecruitment of
Potential A00licants!uildin) a #ool of a##licants
fro* /it$in and@or outside of
t$e or)ani2ation
Assessment and
within a& orga&"1a#"o& " uuall* a (e##er
o!#"o& #$a& go"&g ou#"'e- #$" re!or# alo
"&%lu'e o)esuccession planningtips
rele,a #o e+e%u#",e !o"#"o&/
T$e .ollo2"&g !age !ro,"'e %lear
#ra#eg"e .or ea%$ o. #$e .",e #e! o. a&*
e+e%u#",e ear%$ a&' $"r"&g !ro%e:
defining executive position re-uirements"
delineating executive attri.utes"
recruiting candidates" assessing and
evaluating candidates" a&'ma/ing the
final selection/ T$e re!or# %o&%lu'e2"#$
a .e2 ugge#"o& .or )a6"&g #$e !o#9
ele%#"o& #a6 o. &ego#"a#"o&- er* a&'o%"al"1a#"o& go .or2ar' )ore )oo#$l*/
DEF)N)NG
E(EC$T)*E POS)T)ON
RE+$)REMENTS
$a# 'oe *our ."r) 2a a &e2 e+e%u#",e
#o a%%o)!l"$ T$e ee"al ."r# #e! "&
$"r"&g #$e r"g$# !ero& " #o 'e."&e #$e
re0u"re)e .or #$e !o"#"o&/S#a6e$ol'er"&%lu'"&g %urre #o!
e+e%u#",e- #$e ele%#"o& %o))"##ee a&'
(oar' o. '"re%#or$oul' 'e,elo! a
$are' u&'er#a&'"&g o. e+!e%#a#"o&
(e.ore e)(ar6"&g o& #$e ear%$/
So)e .a%#or #$a# 2"ll $a,e a& ")!a%# o&
#$" '"%u"o& a)o&g #a6e$ol'er are:
T$e nature of e,ecutive /or0&
T$e #articular #$ase o
develo#*ent o. #$e ."r)/
urrent c$allen)es facin)
t$e orga&"1a#"o&/
T$e strate)ic direction to/ard/$ic$ e+e%u#",e a&' #$e (oar' 2a
#o )o,e/
I# )a* (e ue.ul #o #$"&6 "& #er) o.
e,e& (a"% !er.or)a&%e ")!era#",e
#$a# reear%$er %"#e .or orga&"1a#"o&al
e+e%u#",e: %og&"#",e- o%"al- !ero&al-
!ol"#"%al- ."&a&%"al- #e%$&olog"%al
a&' #a.."&g/All e+e%u#",e ele%#"o&
!ro%e'ure $oul' #ar# 2"#$ a %are.ul
re,"e2 o. #$ee %a#egor"e #o 'e#er)"&e
$o2 )u%$ ea%$ $oul' (e 2e"g$#e' .or#$e !o"#"o& "& 0ue#"o&/
Evaluation of (andidatesDeter*inin) t$e candidates
standin) on t$e tar)eted
attri(utes defined in ste# 6
Selection of
#esired (andidate
Usin) decision #rocessesand *etrics to deter*ine
t$e (est candidate for t$e
tar)eted #osition
(ase Stud.: #efine the Position to !ake the $ight ire
T2o *ear ago- a reg"o&al (a&6 2a loo6"&g .or a &e2 CEO 2$o 2oul' $a,e #o
o,eree #$e .or%e' )erger o. 77 )aller %oo!era#",e/ T$e ear%$ #ea)
"))e'"a#el* real"1e' #$a# #$e &e2 CEO 2oul' &ee' #$e %o)!e#e&%* o. ;%o&.l"%#
)a&age)e/< T$e 8o( 'e%r"!#"o& 2"el* #ra&la#e' #$e #er) "o (e$a,"or
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tele#$one& For t$e ne,t 87 $ours. s$e /as (o*(arded /it$ #$one calls and delu)ed /it$ e1*ails fro* a))rieved custo*ers.
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and a #resentation to #re#are&
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custo*er. coac$ t$ose e*#lo"ees. *a0e a co*#ellin) #resentationJ And $o/ did s$e (e$ave under #ressureJ KL
At t$e end of t$is da"1in1t$e1life si*ulation. Ms& Dur/ard and 87 ot$er *iddle *ana)ers in Nissan anada Inc&s acceleration
#ool /ere assessed on t$eir #erfor*ance and advised of t$e #ersonalit" attri(utes t$at could $el#or $indert$e* as t$e
co*#an" #re#ares t$e* for e,ecutive roles&
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Dur/ard said of t$e #rocess. /$ic$ led to individual develo#*ent #ro)ra*s for eac$ *e*(er of t$e #ool& KL
T$e idea of t$e da"1in1t$e1life si*ulation. said Penn" avana)$. Nissan anadas $u*an resources e,ecutive. is to develo# a #ool of
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T$e Searc$ for E,ecutive Talent
Assessment Tools for Executive Searches
)o&e* #$a& uru%#ure' "er,"e2/73
MAK)NG T!E 6ork sam0le tests
Situation 7udgment tests
(ognitive abilit. tests
$esumes and references
Unstructured interviews
Structured interviews
Hi)$ validit"@$i)$ cost
Hi)$ validit"@*oderate cost
:alid in )eneral. (ut less so for
e,ecutive #ositions
Tend to (e unrelia(le
Often of *i,ed validit"
Often $i)$l" valid
F)NAL DEC)S)ON
Co)!are' 2"#$ o#$er #o!"% %o,ere' "&
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J. 3444(/ C$oo"&g lea'er: More %oo6 )a6e a (e##er (ro#$/ 'onsulting
Psychology =ournal" >7- 37933/
8
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T$e Searc$ for E,ecutive Talent
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74a#1- D/- > a$&- R/ L/ 7/
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67
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3443/ Glo(al lea'er 'e,elo!)e:
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Lo&'o& > Sea- 7- o!/ %"#/
35Earle*- P/ C/- > A&g- S/ 344J/
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Management" 7B- J954/ a#1-
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?/ ?/ 3444a/Executive selection:
Strategies for success0 Gree&(oro-
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@a%%aro- 3447- o!/ %"#/
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Executive selection: Strategies for
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V/ I/- > Ta*lor- ?/ ?/ 3444(/
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6
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T$e Searc$ for E,ecutive Talent
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5JDe,elo!)e D")e&"o&
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55Lo&'o&- M/- > Sea- V/ I/ 7/
Selecting international executives: !
suggested framewor/ and annotated
.i.liography0 Gree&(oro- NC:
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5Bla%6- ?/ S/- Gregero&- H/ B/-
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& Ca)!(ell- R/ ?/ 7/Executive
selection: ! research report on what
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T$e Searc$ for E,ecutive Talent
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#ecruitment source research:'urrent
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3447/ Co)!e#"#",e a',aage:
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leaders0 Sa& Fra&%"%o: ?oe*9Ba/
5S#a)!- G/ 7/$ongitudinal
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P/ 7/Emotional intelligence:
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"ell"ge&%e 2"#$ #$e MSCEIT V3/4/Emotion" B- 74/
M%E&rue a&' Gro,e- 3443- o!/ %"#/
4Sa%6e##- P/R/- > L"e,e&- F/ 344/
Pero&&el ele%#"o&/ !nnual #eview
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7Hoga&- R/- > a"er- R/ B/ 344/
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7/ Val"'a#"o& o. #$e .",e9.a%#or
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"ru)e a&' o(er,er/=ournal
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J?u'ge- T/ A/- Bo&o- ?/ E/- Il"e- R/- >
Ger$ar'#- M/ / 3443/ Pero&al"#*
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0ua"#a#",e re,"e2/=ournal of!pplied
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%ogan personality inventory manual
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%ogan personality inventory manual
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ele%#"o&/$eadership in !ction" 79"
33935/
Ber$al- P/- > Er6er- S/ 344/
Selection forecast 7;/ Br"'ge,"lle-
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Ho2ar'- 344- o!/ %"#/
6
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7/25/2019 Exec Talent EPG- Final_0
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744O&e- D/ S/- > V"2e,ara&- C/
3447/ Iegr"#* #e# a&' o#$er
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747Heller- M/ 344/ Cour# rul"&g #$a#
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7/ The leadership challenge:
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R/ E/ R"gg"o E'/- Thepractice of
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74Ber$al- P/- > Er6er- S/ 344/
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Sea- V/ I/- a"er- R/- Ta*lor- ?/ /-
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-
7/25/2019 Exec Talent EPG- Final_0
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6
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T$e Searc$ for E,ecutive Tale
SO$RCES AND S$GGESTED READ)NGS
A!!el(au)- L/- > Paee- M/ 344J/ hat senior leaders do: The nine roles of
strategic leadership0 Br"'ge,"lle- PA: De,elo!)e D")e&"o& Ier&a#"o&al
222/''"2orl'/%o)/
Ale+a&'er- L/ D/ 7/ The effect level in the hierarchy and functional areahave
on the extent Mint.erg)s roles are re-uired .y managerial 6o.s0 Pro%ee'"&g-
A%a'e)* o. Ma&age)e- A#laa- GA- 797/
A&'ero&- N/ 3447/ To2ar' a #$eor* o. o%"al"1a#"o& ")!a%#: Sele%#"o& a !re9
er* o%"al"1a#"o&/International =ournal of Selection and !ssessment" A- 597/
Ar)#ro&g- M/ 3444/%and.oo/ of %# management practice0Lo&'o&:
oga& Page/
Ar#$ur- / ?r/- Da*- E/ A/- M%Nell*- T/ L/- > E'e&- P/ S/ 344J/ A )e#a9
a&al*" o. #$e %r"#er"o&9rela#e' ,al"'"#* o. ae)e %eer '")e&"o&/
Personnel Psychology" > OToole- ?/ 3444- Ma*9?u&e/ Do $"re #$e 2ro&g CEO/
%arvard ,usiness #eview" 7797/
Be- V/ ?/ 7/Explorations of scope and scale: The critical determinant
of high?level effectiveness Te%$/ Re!/ No/ J7/ Gree&(oro- NC: Ceer .or
Crea#",e Lea'er$"!/
Ber$al- P/- > Er6er- S/ 344/ Selection forecast 7;/ Br"'ge,"lle-
6
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PA: De,elo!)e D")e&"o&
Ier&a#"o&al 222/''"2orl'/%o)/
Ber#ua- C/- A&'ero&- N/- > Salga'o- ?/
F/ 344/ T$e !re'"%#",e ,al"'"#* o.
%og&"#",e a("l"#* #e#: A U )e#a9
a&al*"/=ournal of (ccupational and
(rganiational Psychology" 9C- J9
54/
B"gg- E/ L/ 3445/ CEO u%%e"o&
!la&&"&g: A& e)erg"&g %$alle&ge .or
(oar' o. '"re%#or/!cademy of
Management Executive" @C- 74974/
Bla%6- ?/ S/- Gregere&- H/ B/-Me&'e&$all- M/ E/- > S#ro$- L/ /
7/ +lo.aliing people through
international assignments0 Rea'"&g-
MA: A''"o&9ele*/
Boal- / B/- > Hoo"8(erg- R/ 3444/
S#ra#eg"% lea'er$"! reear%$: Mo,"&g
o&/$eadership *uarterly" @@- 795/
Bra- D/ ?/ 3447/ So%"al %a!"#al a&'
orga&"1a#"o&al lea'er$"!/ I& S/ ?/ @a%%aro
> R/ l")o6" E'/- Thenature of
organiational leadership: Understanding
the performance imperatives confronting
today)s leaders0
Sa& Fra&%"%o: ?oe*9Ba/
Bra*- D/ / 73/ T$e ae)e
%eer a&' #$e #u'* o. l",e/!merican
Psychologist" B9- 7497/
Bra*- D/ /- Ca)!(ell- R/ ?/- > Gra-
D/ L/ 75/2ormative yearsin
.usiness: ! long term !TFT study of
managerial lives0Ne2 or6: ?o$&"le*/
B*$a)- / C/ 344J/ Ta/ingyour
succession management plan into the
7@st century0 Br"'ge,"lle- PA:
De,elo!)e D")e&"o&
Ier&a#"o&al 222/''"2orl'/%o)/
B*$a)- / C/- > Ber$al- P/ R/
3444/ The case for internal
promotions0 Br"'ge,"lle- PA:
De,elo!)e D")e&"o&
Ier&a#"o&al 222/''"2orl'/%o)/
B*$a)- T/ M/- Co&%el)a&- ?/-
Coe"&o- C/- > ell"&- R/ 344/
(ptimiing your leadership pipeline0
Br"'ge,"lle- PA: De,elo!)e
D")e&"o& Ier&a#"o&al 222/
''"2orl'/%o)/
Caruo- D/ R/- > Salo,e*- P/ 3445/
The emotionally intelligent manager0
Sa& Fra&%"%o: ?oe*9Ba/
Caruo- D/ R/- Ma*er- ?/ D/- > Salo,e*-
P/ 3443/ E)o#"o&al "ell"ge&%e a&'
e)o#"o&al lea'er$"!/ I& R/ R"gg"o- S/
Mur!$* > F/ ?/ P"ro11olo E'/-
Multiple intelligencesand leadership0
Ma$2a$- N/?/:La2re&%e Erl(au)/
Ca%"o- / F/ 75/ E+e%u#",e a&'
)a&ager"al ae)e: Ae)e
,alue .or #$e )o&e*/ 'onsultingPsychology =ournal" ; S"l,er$ar#- T/ A/
75/ Co)("&"&g ("o'a#a #e# a&'
"er,"e2 "&.or)a#"o&: Pre'"%#"&g
'e%""o& a&' !er.or)a&%e %r"#er"a/
Personnel Psychology" ;9- J4J9J7/
Da##a- D/ /- > Gu#$r"e- ?/ 75/
E+e%u#",e u%%e"o&: Orga&"1a#"o&al
ae%e'e o. CEO %$ara%#er"#"%/Strategic Management =ournal" @>-
9/
Deal- ?/ ?/- Sea- V/ I/- > Ta*lor- ?/ ?/
7/ 'hoosing executives: ! research
report on the Pea/ Selection simulation0
Gree&(oro- NC: Ceer .or Crea#",e
Lea'er$"!/
De&"o&- D/ R/- Hoo"8(erg- R/- >
u"&&- R/ E/ 7/ Para'o+ a&'
!er.or)a&%e: To2ar' a #$eor* o.
(e$a,"oral %o)!le+"#* "& )a&ager"al
lea'er$"!/ (rganiation Science"
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DeVr"e- D/ L/ 7J/Executive
selection: ! loo/ at what we /now and
what we need to /now0 Gree&(oro-
NC: Ceer .or Crea#",e lea'er$"!/
Dru%6er- P/ E/ 7- ?ul*9Augu#/
Ge##"&g #$"&g 'o&e: Ho2 #o )a6e
!eo!le 'e%""o&/ %arvard ,usiness
#eview- 3393/
Dule2"%1- V/- > H"gg- M/ 7(/
Emotional intelligence -uestionnaire
and users) guide0 Lo&'o&: ASENFER
Nelo&/
Du&&e##e- M/ D/ 7/Personnelselection and placement0 Bel)o- CA:
a'2or#$/
Earle*- P/ C/- > A&g- S/ 344J/
'ultural intelligence: Individual
interactions across cultures0 S#a&.or'-
CA: S#a&.or' U&",er"#* Pre/
Fer&a&'e19Arao1- C/ 7- ?ul*9
Augu#/ H"r"&g 2"#$ou# ."r"&g/
%arvard ,usiness #eview" 749734/
F"&6le- R/ B/ 7/ Ma&ager"alae)e %eer/ I& M/ D/ Du&&e##e
E'/-%and.oo/ of industrial and
organiational psychology0 C$"%ago:
Ra&'9M%Nall*/
Fle)"&g- / D/ 3445/Predicting
leadership effectiveness: 'ontri.utions
of critical thin/ing" personality" and
derailers0 Pa!er !reee' a# #$e7#$
a&&ual )ee#"&g o. #$e So%"e#* .or
I&'u#r"al a&' Orga&"1a#"o&al
P*%$olog*- C$"%ago- Ill"&o"- A!r"l 3-3445/
Gaugler- B/ B/- Roe$al- D/ B/-
T$oro&- C/ C/ III- > Beo&- C/
7/ Me#a9a&al*" o. ae)e
%eer ,al"'"#*/=ournal of !pplied
Psychology" 97- 5J977/
G"a)(a#"#a- R/ C/- Ro2e- / G/- >
R"a1- S/ 344/ No#$"&g u%%ee' l"6e
u%%e"o&: A %r"#"%al re,"e2 o. lea'er
u%%e"o& l"#era#ure "&%e 75/
$eadership *uarterly" @ Fu6u#o)"- G/ D/ S/77/ T$e eao& o. a CEO #e&ure/
!cademy of Management#eview" @
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Hoga&- R/- > Hoga&- ?/ 7/
%ogan personality inventory manual
47nd edition50 Tula- O: Hoga&
Ae)e S*#e)/
Hoga&- R/- > Hoga&- ?/ 3447/
Ae"&g lea'er$"!: A ,"e2 .ro) #$e
'ar6 "'e/International =ournal of
Selection and !ssessment" A- 5497/
Hoga&- R/- > Hoga&- ?/ 344/
%ogan personality inventory manual
4Brd edition50 Tula- O: Hoga&
Ae)e S*#e)/
Hoga&- R/- > a"er- R/ B/ 344/$a# 2e 6&o2 a(ou# lea'er$"!/
#eview of +eneral Psychology" A- 79
74/
Hoga&- R/- > a"er- R/ B/ 344/
Lear&"&g a leo& "& e+e%u#",e
ele%#"o&/$eadership in !ction" 79-
33935/
Holle&(e%6- G/ P/ 75/ 'E(
selection: ! street?smart review0
Gree&(oro- NC: Ceer .or Crea#",e
Lea'er$"!/
Hoo"8(erg- R/ 7/ A )ul#"'"re%#"o&al
a!!roa%$ #o2ar' lea'er$"!: A&
e+#e&"o& o. #$e %o&%e!# o. (e$a,"oral
%o)!le+"#*/%uman#elations" ;A- 79
5/
Hoo"8(erg- R/- Hu- ?/ G/- > Do'ge- G/
E/ 7/ Be$a,"oral %o)!le+"#* a&'
#$e 'e,elo!)e o. #$e lea'er!le+
)o'el/=ournal of Management" 7B-
J954/
Hoo"8(erg- R/- > u"&&- R/ E/
73/ Be$a,"oral %o)!le+"#* a&'
#$e 'e,elo!)e o. e..e%#",e
)a&ager/ I& R/ L/ P$"ll"! > ?/ G/
Hu E'/- Strategic leadership:!
multiorganiational perspective0
e#!or#- CT: uoru) Boo6/
Hoo8"(erg- R/- > S%$&e"'er- M/
3447/ Be$a,"oral %o)!le+"#* a&'
o%"al "ell"ge&%e: Ho2 e+e%u#",e
lea'er ue #a6e$ol'er #o .or)
a *#e) !er!e%#",e/ I& S/ ?/ @a%%aro >
R/ l")o6" E'/- Thenature of
organiational leadership: Understanding
the performance imperatives confronting
today)s leaders0
Sa& Fra&%"%o: ?oe*9Ba/
Houg$- L/ M/- O2al'- F/ L/- > Plo*$ar#-
R/ E/ 3447/ De#er)"&a- 'e#e%#"o&-
a&' a)el"ora#"o& o. a',ere ")!a%# "&
!ero&&el ele%#"o& !ro%e'ure: Iue-e,"'e&%e- a&' leo& lear&e'/
International =ournalof Selection and
!ssessment" A- 73975/
Ho2ar'- A/ 3447/ I'e".*"&g-
ae"&g- a&' ele%#"&g e&"or lea'er/
I& S/ ?/ @a%%aro > R/ ?/ l")o6"
E'/- The nature of organiational
leadership: Understanding the
performance imperatives confronting
today)s leaders0 Sa& Fra&%"%o: ?oe*9
Ba/
Ho2ar'- A/ 344/ Be# !ra%#"%e "&
lea'er ele%#"o&/ I& ?/ A/ Co&ger > R/
E/ R"gg"o E'/- The practiceof
leadership: Developing the next
generation of leaders0 Sa& Fra&%"%o:
?oe*9Ba/
Ho2ar'- A/- > Bra*- D/ / 7/
Managerial lives in transition:
!dvancing age and changing times0
Ne2 or6: Gu"l.or' Pre/
Ho2ar'- A/- Er6er- S/- > Bru%e- N/
344/ Slugging through the war for
talent0 Br"'ge,"lle- PA: De,elo!)e
D")e&"o& Ier&a#"o&al 222/
''"2orl'/%o)/
Hur&- B/ ?/ 344/ T$e ele%#"o& o.
"er&a#"o&al (u"&e )a&ager:
Par# 7/ Industrial and 'ommercial
Training" BC- 393/
Irela&'- R/ D/- > H"##- M/ A/ 7/
A%$"e,"&g a&' )a"a"&"&g #ra#eg"%
%o)!e#"#",e&e "& #$e 37# Ceur*:
T$e role o. #ra#eg"% lea'er$"!/
!cademy of Management Executive" @B-
5J9/
?a%o(- T/ O/- > ?a0ue- E/ 7/
Lea'er$"! "& %o)!le+ *#e)/ I& ?/
@e"'&er E'/- %uman productivity
enhancement0Ne2 or6: Praeger/
?a%o(- T/ O/- > M%Gee- M/ L/ 3447/
Co)!e#"#",e a',aage: Co&%e!#ual
")!era#",e .or e+e%u#",e/ I& S/ ?/
@a%%aro > R/ l")o6" E'/-
The nature of organiational leadership:
Understanding the performance
imperatives confronting today)s leaders0
Sa& Fra&%"%o: ?oe*9Ba/
?or'a&- M/ H/- > S%$rae'er- M 344J/
E+e%u#",e ele%#"o& "& a go,er&)eage&%*: A& a&al*" o. #$e De!ar#)e
o. #$e Na,* Se&"or E+e%u#",e
Ser,"%e ele%#"o& !ro%e/
Pu.lic Personnel Management" B7- J9
J/
?o*%e- / F/- No$"a- N/- > Ro(ero&- B/
344J/ hat really wor/s: The ; 8 7
formula for sustained .usiness success0
Ne2 or6: Har!er Bu"&e/
?u'ge- T/ A/- Bo&o- ?/ E/- Il"e- R/- >
Ger$ar'#- M/ / 3443/ Pero&al"#* a&'lea'er$"!: A 0ual"#a#",e a&'
0ua"#a#",e re,"e2/=ournal of !pplied
Psychology" C95- 94/
a"er- R/ B/- > a!la&- B/- 344/
$eadership" development" and
the $eadership ersatility Index
B
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T$e Searc$ for E,ecutive Talent
a"er- R/ B/- L"&'(erg- ?/ T/- > Cra"g- S/
B/ 344/ Ae"&g #$e .le+"("l"#* o.
)a&ager: A %o)!ar"o& o. )e#$o'/
International =ournal of Selection and
!ssessment" @>- 549/
a!la&- R/ E/- > a"er- R/ B/ 344J/
De,elo!"&g ,era#"le lea'er$"!/ Sloan
Management #eview" ;;- 793/
arlo&- P- Ne"lo&- G/ L/- > e(#er- ?/
C/ 344/ CEO u%%e"o& 344: T$e
!er.or)a&%e !ara'o+/
strategy8.usiness" >@- 7973/ Re#r"e,e'
.ro) 222/#ra#eg*9(u"&e/%o)!rear#"%le/
arae,l"- A/ 344/ Per.or)a&%e
%o&e0ue&%e o. &e2 CEO
;ou#"'er&e Br"%6&er- M/ 7/
$* 'o ae)e %eer 2or6: T$e
!u11le o. ae)e %eer ,al"'"#*/
Personnel Psychology" ;- 35J934/
ou1e- ?/ M/- > Po&er- B/ @/ 7/
The leadership challenge: %owto /eep
getting extraordinary things done in
your organiation" 7nd ed0 Sa&
Fra&%"%o: ?oe*9Ba/
raue- D/ E/- er#"&g- M/
Hegge#a'- E/ D/- > T$oro&- G/ C/
III/ 344/ I&%re)eal ,al"'"#* o.
ae)e %eer ra#"&g o,er
%og&"#",e a("l"#* #e#: A #u'* a# #$e
e+e%u#",e )a&age)e le,el/
International =ournal of Selection and
!ssessment" @;" J49J7/
2"a#6o26"- R/ 344J/ Tre&' "&
orga&"1a#"o& a&' ele%#"o&: A&
"ro'u%#"o&/=ournal of Managerial
Psychology" @C- J39J5/
La&%e- C/ E/ 344/ $* ae)e
%eer 'o &o# 2or6 #$e 2a* #$e* areu!!oe' #o/Industrial and
(rganiational Psychology" @- 59/
La&'*- F/ ?/- S$a&6#er- L/ ?/- >
o$ler- S/ S/ 75/ Pero&&el
ele%#"o& a&' !la%e)e/!nnual
#eview of Psychology" ;>" 3793/
Lau#er(a%$- B- Vu- ?/- > e"(erg- ?/
7/ Ier&al ,/ e+#er&al
u%%e"o& a&' #$e"r e..e%# o& ."r)
!er.or)a&%e/%uman #elations" >7-
759745/
La#$a)- G/ P/- > Saar"- L/ M/ 75/
Do !eo!le 'o 2$a# #$e* a* Fur#$er
#u'"e o& #$e "#ua#"o&al "er,"e2/
=ournal of !pplied Psychology" F"&egol'- D/ 7-
No,e)(er 7/ CEO ele%#"o&: $*
(oar' ge# "# 2ro&g/Industryee/" 7;
D"a)ae- T/ 344/ Be# !ra%#"%e "&
lea'er ae)e/ I& ?/ A/ Co&ger >
R/ E/ R"gg"o E'/- The practiceof
leadership: Developing the next
generation of leaders0 Sa& Fra&%"%o:
?oe*9Ba/
Lor'- R/ G/- De Va'er- C/ L/- > All"ger-
G/ M/ 7/ A )e#a9a&al*" o. #$e
rela#"o& (e#2ee& !ero&al"#* #ra"# a&'
lea'er$"! !er%e!#"o&: A& a!!l"%a#"o&
o. ,al"'"#* ge&eral"1a#"o& !ro%e'ure/
=ournal of !ppliedPsychology" 9@J-
5439574/
Lor%$- ?/ /- > $ura&a- R/ 7-
Ma*9?u&e/ C$a&g"&g lea'er: T$e
(oar' role "& CEO u%%e"o&/
%arvard ,usiness #eview" 99" 974/
Lu%"er- C/- S%$u*l- R/- > Ha&'a- ?/344J/ 'E( succession 7B: The
perilsof good governance0 M%lea&- VA:
Boo1Alle& Ha)"l#o&/
Lu%"er- C/- S%$u*l- R/- > S!"egel-
E/ 344J/ CEO u%%e"o& 3443:
Del",er or 'e!ar#/strategy8.usiness"J7
Re#r"e,e' .ro) 222/#ra#eg*9(u"&e
%o)!rear#"%le/
;
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T$e Searc$ for E,ecutive Talent
Mael- F/ A/ 77/ A %o&%e!#ual
ra#"o&ale .or #$e 'o)a"& a&' a##r"(u#e o.
("o'a#a "#e)/Personnel Psychology"
;;" J93/
Ma$o&e*- T/ A/- ?er'ee- T/ H/- >
Carroll- S/ I/ 7/ T$e 8o( o.
)a&age)e/Industrial #elations" ;-
9774/
Mar#"&- A/ 344/ hat)s next: The
79 changing nature of leadership
survey0 Gree&(oro- NC: Ceer .or
Crea#",e Lea'er$"!/
Ma*er- ?/- Salo,e*- P/- > Caruo- D/3443/MS'EIT user)s manual0
Toroo: Mul#"9Heal#$ S*#e)/
Ma*er- ?/- Salo,e*- P/- > Caruo- D/
344J/ Meaur"&g e)o#"o&al
"ell"ge&%e 2"#$ #$e MSCEIT V3/4/
Emotion" B- 74/
Me"%6- S/ 7/ Val"'"#* o.
!*%$olog"%al ae)e: Val"'a#"o&
o. "&.ere&%e .ro) !ero& re!o&e
a&' !er.or)a&%e a %"e"."% "&0u"r*
"o %ore )ea&"&g/!merican
Psychologist" >- 5795/
M%Call- M/ / 7/%igh flyers:
Developing the next generation of
leaders0 Bo#o&: Har,ar' Bu"&e
S%$ool Pre/
M%Call- M/ /- ?r/- > Lo)(ar'o- M/ M
7J/ (ff the trac/: hy andhow
successful executives get derailed0
Gree&(oro- NC: Ceer .or Crea#",e
Lea'er$"!/
M%Caule*- C/ D/- > Va& Velor- E/
E'/ 3445/%and.oo/ of leadership
development0 Sa& Fra&%"%o: ?oe*9
Ba/
M%Crae- R/ R/- > Co#a- P/ T/ 7/
Val"'a#"o& o. #$e .",e9.a%#or )o'el
o. !ero&al"#* a%ro "ru)e a&'
o(er,er/=ournal of Personality and
Social Psychology" >7" 794/
M%Da&"el- M/ A/- Har#)a&- N/ S/-
$e#1el- D/ L/- > Gru((- / L/ III/
344/ S"#ua#"o&al 8u'g)e #e#-
re!o&e "ru%#"o&- a&' ,al"'"#*: A
)e#a9a&al*"/Personnel Psychology"
Bra,er)a&- E/ P/ 3447/ Ue o.
"#ua#"o&al 8u'g)e #e# #o !re'"%# 8o(
!er.or)a&%e: A %lar"."%a#"o& o. #$e
l"#era#ure/=ournal of !pplied
Psychology"C- J4954/
M%Da&"el- M/ A/- $e#1el- D/ L/-
S%$)"'#- F/ L/- > Mauer- S/ D/ 75/
T$e ,al"'"#* o. e)!lo*)e
"er,"e2: A %o)!re$e&",e re,"e2
a&' )e#a9a&al*"/=ournal of !pplied
Psychology" 9A" 97/
M%E&rue- M/ P/- > Gro,e- / 344/
C$oo"&g a)o&g #e# o. e)o#"o&al
"ell"ge&%e: $a# " #$e e,"'e&%e/%uman #esource Development
*uarterly" @9- 953/
Mou- M/ /- "##- L/ A/- > Barr"%6-
M/ R/ 3444/ I&%re)eal ,al"'"#* o.
e)!"r"%all* 6e*e' ("o'a#a %ale o,er
GMA a&' #$e .",e .a%#or !ero&al"#*
%oru%#/Personnel Psychology" >B"
3J3J/
Muller- R/ 3445/ T")e- &arra#",e- a&'
orga&"1a#"o&al %ul#ure: A %or!ora#e
!er!e%#",e/=ournal of 'riticalPostmodern (rganiation Science" B-79
7J/
Mu).or'- M/ D/- @a%%aro- S/ ?/-
Har'"&g- F/ D/- Fle"$)a&- E/ A/- >
Re"#er9Pal)o&- R/ 7J/ 'ognitiveand
temperament predictors of executive
a.ility: Principles for developing
leadership capacity0 Ale+a&'r"a- VA:
U/S/ Ar)* Reear%$ I"#u#e .or #$e
Be$a,"oral a&' So%"al S%"e&%e/
Mu).or'- T/ V/- Ca)!"o&- M/ A/- >
Morgeo&- F/ P/ 344/ T$e lea'er$"!
6"ll #ra#a!le+: Lea'er$"!
6"ll re0u"re)e a%ro orga&"1a#"o&al
le,el/$eadership *uarterly" @C- 759
7/
Na8ar- M/ ?/- Holla&'- B/ D/- > Va&
La&'u*#- C/ R/ 3445/ Individual
differences in leadership derailment0
Pa!er !reee' a# #$e 7#$ a&&ual
)ee#"&g o. #$e So%"e#* .or I&'u#r"al
a&' Orga&"1a#"o&al P*%$olog*-
C$"%ago- Ill"&o"- A!r"l 3- 3445/
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Do )" #$ee o#$er
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Recruiting and Attracting Talent: A guide to understanding and
managing te recruitment process
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*ost talented. "ou *ust first recruit t$e*& Even in a recession. it can (e difficult to fill
certain t"#es of +o(s. so recruiters /or0in) /it$ li*ited resources *ust decide /$o* to
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