Don’t Let Process Obscure Outcome

Process should drive outcomes not obscure them

Staying Intentional in Retained Search and Career Navigation

Over the years, I’ve learned a lot about how people make big decisions—whether it’s hiring a senior executive or making a career move at the top of their game. One lesson I keep coming back to is this:

Don’t let the process obscure the outcome.

Process matters. It brings structure, helps manage complexity, and keeps everyone aligned. But if we’re not careful, it can become a trap—something we follow so closely that we miss the very result we set out to achieve.

In Retained Search: Good Process, Not Perfect Candidates

In executive search, it’s easy to get caught in the hunt for the “perfect” candidate. We build a beautiful position description. We outline 47 qualifications. We rate and rank. And in doing all that, we sometimes lose sight of what really matters: finding a great leader who will make a meaningful difference.

I’ve seen companies pass over candidates who could have been transformational—because they didn’t fit the checklist exactly. They had the right values, they were coachable, they had the track record… but they didn’t check every box. And the box-checking became the focus instead of the outcome: getting the right person in the chair.

Our job as search professionals isn’t to run a flawless process. It’s to help our clients hire someone who will stick, lead, and grow the business. The process helps—but it’s not the point.

In Career Strategy: Stay Open to What Might Show Up

This same idea shows up in our Career Compass Navigator work with senior executives. We guide people through a structured approach to clarify what they want and need in their next role. We help them define their mission, vision, values. It’s powerful work.

But sometimes, an unexpected opportunity comes up—a conversation, a referral, a job that isn’t quite what they thought they were looking for. And the instinct is to say, “No, that’s not in the plan.”

Here’s the thing: the plan is supposed to help you recognize the right opportunity—not rule it out. Sometimes the best next step doesn’t arrive in a neat little box. And if you’re too focused on the process, you might miss it.

How to Keep the Outcome in Focus

Here’s what I remind clients—and myself—when process starts to take over:

1. Be clear about what success looks like.

   In a search, what does a successful hire actually need to deliver? In a job search, what does a fulfilling next chapter feel like—not just what title does it have?

2. Use process to guide, not to control.

   Let your structure be helpful, not limiting. Ask yourself: is this process helping me see more clearly, or is it closing off options I should consider?

3. Make space for judgment, intuition, and real-world context.

   The best outcomes usually involve a little messiness, a little serendipity, and a human touch.

Final Thought

I believe in great process. But I also believe in staying flexible, open, and intentional. Whether we’re helping a company make a pivotal hire or working with a senior leader to figure out what’s next, our focus should always be on the outcome: the right match, the right move, the right moment.

So yes—build your process. But keep your head up. That unexpected opportunity, that imperfect candidate, that coffee meeting you almost canceled—that might be the one that changes everything.