Here is the full transcript of seasoned consultant and author Ron Carucci’s fireside talk: Rising to Power: The Journey of Exceptional Executives at Talks at Google conference.
RON CARUCCI: So thanks for being here today. I hope this is a meaningful conversation for you.
How many of you, by a show of hands, have aspirations of some kind to elevate your role at some point in your career and lead more people than you’re leading today? Great. So this will be super relevant to you, I hope, to avoid some of the pitfalls we found in our research. So I want to do three things– talk about the data we collected and how we got the research and why, how it is that people who rise up to bigger jobs and organizations, some seem to thrive, and then talk with you in a little bit of Q&A about how it is you are thinking about applying it here.
So a bunch of years ago — our firm works on large, crazy, transformational projects with our clients. And a bunch of years ago, we were working with an organization during which one of the young leaders who had been part of the effort was super-high-potential, seen as very competent, people enjoy working with him. Everybody saw a long, promising career for him. At the end of the project, he was offered the chance to take on a much broader assignment for the organization in this new world we had just transformed. Nobody was surprised. Everybody assumed, oh, he’ll do great. About nine months later, I saw his name on the caller ID, and I was excited.
I assumed, oh, he’s calling to tell me about all the great progress they’ve made and how things are going. But sadly, he was calling to tell me he’d been fired and that he needed help getting another job. I barely had time to recover from that conversation, two hours later the CEO of this large multinational gazillion-dollar organization, who’s our client, called to also let me know they’d let him go, and that he was a bit angry, implying– more than implying– that some of the responsibility for his failure was mine, for not better preparing him. That didn’t feel good. I was devastated.
I couldn’t imagine, how could we have possibly misjudged his potential that much? Every nine-box, eight-box, six-box, whatever grid you used, he was off the charts. How could somebody suddenly go from being in one level, being the next coming, to suddenly being a disaster in nine months? That made no sense.
I asked if we might come back into the organization to see if we could learn what could have gone wrong. That short investigation we went back in and did led us to a 10-year longitudinal study of more than 2,700 leaders. And what we found out was, painfully, that more than 50% of those that take on broader assignments in their organizations fail in their first 18 months.
That young leader was just another statistic. We thought, gosh, we can do better! I don’t ever want another phone call like that in my career again. So we began digging and digging and digging to find, why is it — for more than 20 years, we’ve known this statistic. This is not — the recruiters love it, because it’s an annuity for them. But short of that, why is that OK? 50%, right? That’s a crap shoot.
Why is it OK that the carnage of families that have relocated and people who had promising ideas and opportunities that organizations were hoping to capitalize, that half of them go sideways is reasonable? That just seemed completely unacceptable to us. So we began to go digging. And the scary thing we found in the research was, when we found out how many landmines organizations put in the way of people on their way up, it’s a wonder any of them succeed. I couldn’t wait to find out what the other 50% were doing to manage to traverse those. I went back to the CEO and I said, I will apologize and take responsibility for all the landmines I did not prepare him to face.