In executive search, “fit”, often described as leadership fit, is frequently invoked but poorly defined, favouring what feels familiar over what a role truly demands. Leaders succeed not by matching past profiles, but by aligning their behaviour and judgement with an organisation’s real context. When ‘fit’ is evidence-based rather than instinctive, organisations stop hiring for the past and start selecting leaders for the future.
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Is “fit” the most misunderstood word in hiring?
