Don’t Crash And Burn! Change Your Strategy!


It is a known fact that talent is at the center of an organization’s success. But how important is it? It’s one thing to know it, but how often are you actually strategically thinking about talent and the impact it is having on company growth? An article from CEB points out that “87% of the largest companies stumble on their growth run – often irrecoverably. 90% of these corporate stumbles are not due to so-called acts of God or remarkably innovative disruptions, but to prosaic management missteps; often as the result of placing the wrong employees in key roles or providing the right employees with insufficient support.”

The idea of needing the right people to do the job isn’t new, but strategically planning how to find the right people is becoming increasingly more important to meeting company goals. This should not just be a job for HR! It needs to be an executive priority to understand the company’s talent strategy, but not all executive teams are on the same page. So what do you do?

Take advantage of data tools available to you. “Even where data exists, many organizations either fail to use tools effectively or don’t use them at all. “- CEB

Deeply analyze your company, and use the information to strategically design a game plan. What are your company goals? Where do you want/ need to be to stay competitive and innovative? What will impact your ability to get there? Take time to evaluate the marketplace and investigate what competitors are doing. Doing this will give you a better understanding of what opportunities are available.

Once you have analyzed the data and have your company goals in place, determine if you can achieve those goals with the current people you have in executive level roles. Does your talent base have the skills and competencies to lead your company into the next generation? If the answer is yes, you’re lucky, as the majority of companies will find they have talent gaps that need to be filled. If that’s you, it’s ok! As long as you recognize it and act upon it you will be moving in the right direction. Also, make sure that you don’t get caught up in the data. A common mistake is being able to identify and diagnose talent pain points, but not actually make any changes. Providing a solution will require a willingness to try new things, creativity, and a dedicated effort from executive leaders. “The productivity gains from finding, hiring, developing and managing the best talent are huge, and the risks of failing are even bigger.”- CEB

So senior executives, this starts with you! Don’t crash and burn! Look deeper into your company and take time to interpret the data and trends. Don’t just go with a “gut” feeling, have the research to back it up. Make sure you have the right people in the right jobs, with the right support because no matter what strategic decisions you make, it’s about the people first, and the rest will fall into place.

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Simon Roads

Vice President of Sales

Born and raised in England, Simon Roads has had a distinguished career in various forms of aviation spanning over 45 years. His journey began as an A&P mechanic in the Royal Air Force and has encompassed a range of roles, ultimately leading to his position as the VP of Global Sales for Honda Aircraft. Throughout this extensive career, he has had the privilege of closely collaborating with Royalty, Dignitaries, and high net worth individuals, providing them with unparalleled expertise and a steadfast commitment to excellence in aviation services.

Having been immersed in the aviation industry for nearly half a century, his wealth of insights and knowledge has established him as a trusted figure within the field. His extensive experience has provided him with the opportunity to engage with diverse cultures, interacting with individuals from various walks of life, and ensuring that their distinctive requirements and preferences are met with the utmost precision.

One of his notable strengths lies in his adeptness at effectively managing global teams. Over the course of his career, he has demonstrated successful leadership and mentorship of professionals from different backgrounds and nationalities, fostering an environment characterized by collaboration, growth, and mutual respect.

Understanding different cultures has played a pivotal role in his professional journey. By taking part in the customs, traditions, and practices of his clients he not only fosters strong relationships but has also gained a profound appreciation for the unique needs and expectations of each of his clients.

Away from work, his priority is his family. His role as grandad to three wonderful boys, brings him immense joy. He has a penchant for outdoor activities such as cycling, kayaking, and golf. Additionally, he has developed a passion for cooking and continually seeks to learn new culinary techniques. The art of balancing life and work is an ongoing journey for him, and he considers himself fortunate to be able to savor the best of both worlds.

You can contact Simon at

Meredith Stanley

Executive Recruiter

Meredith joined IPS in 2023 as an Executive Recruiter with over 5 years of recruiting experience at Amazon and Lyft. Prior to making the shift to recruiting, Meredith was an Executive Assistant for over 3 years at a Seattle-based insurance company. With a passion for finding top talent, Meredith has hired for a wide range of roles across North America in the hardware, micromobility, operations, transportation, and tech spaces.

After an unsuccessful attempt at a Chemical Engineering degree, Meredith graduated from Oregon State University with a Bachelor of Science in Liberal Studies.

Meredith has a passion for live music, playing both piano and trombone. She also enjoys traveling and spending time outdoors either skiing, hiking or scuba diving.

You can contact Meredith at

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