Hiring leaders is exhilarating ~ and intimidating. On the surface, it feels simple, post the role, retain a search partner, interview, make the hire. But behind the scenes the doubts creep in,
What if I can’t lead this person? What if they’re smarter than me? What if they change everything? What if they do not deliver for the organization?
These are the fears few admit out loud ~ yet almost every leader feels them. Especially when hiring other leaders for the first time.
When you think of leadership like sailing, it becomes clear. You don’t want to create a rough journey, with headwinds and crashing waves. You want to chart the course, set the sails, and bring aboard people who make the voyage smoother ~ not harder.
These thoughts are more common than most will admit, they live in the background of hiring conversations, especially when the person being hired will also be a leader. Change is always uncomfortable, and when you haven’t hired at this level or for a particular role before, it can feel like a leap into the unknown. The good news ~ these fears can be reframed into a powerful framework for making hiring decisions with clarity and confidence.
Behind the Scenes Fears
Control & Leadership Doubt: The fear: “What if I can’t lead this person?” The truth: strong leaders don’t need to control everything, your role shifts toward setting the vision, aligning values, and creating space for others to succeed. Why? Because you hired the right person.
Comparison & Ego: The fear: “What if they’re smarter than me?” The truth: in some areas, they should be, leadership isn’t about being the smartest person in the room, it’s about making sure the best ideas for the organization win. This is being a selfless and smart leader.
Change & Uncertainty: The fear: “What if they change too much?” The truth: they will change things, and that’s not a threat ~ it’s growth. The safeguard is clarity, knowing what you won’t compromise on, what would be a bonus, and what you must avoid.
Sometimes it feels strange to know you are hiring to replace a friend or colleague ~ but leadership demands courage. Courage to honor what was, while still making space for what’s next. And remember, you are paid to make organizational decisions ~ not just comfortable ones.
A Hiring Framework ~ Anchors, Accelerators, and Drains
When evaluating a leader, try framing your criteria in three categories, yet leave room for new information.
Non-Negotiables (Anchors)
These are the must-haves ~ the values and behaviors you refuse to compromise on.
- Alignment with organizational culture
- Integrity and transparency
- Ability to collaborate and elevate others
- Willingness to own outcomes
- Team fit with you, the other leaders, and the goals.
Nice-to-Haves (Accelerators)
These qualities aren’t essential, but they can accelerate growth if present,
- Previous industry experience & Strong professional network
- Emotional Intelligence and The Right Energy
- Proven track record of leading at scale or pace
- A leadership style that complements yours and the organizations
Red Flags (Drains)
These are patterns that will derail growth and drain energy,
- Ego-driven leadership
- Low EQ
- Resistance to feedback
- Micromanagement
- Causing Conflict
- The wrong personality for the role
Reframing the Fear:
Instead of asking, “What if I can’t lead them?” Ask, “What if they help me lead better?”
Instead of worrying, “What if they’re smarter than me?” Ask, “What if their strengths free me to focus where I’m best?”
Instead of fearing, “What if they change everything?” Ask, “What if their success makes us stronger than we could have been without them?”
The Takeaway:
Hiring leaders is not about protecting your position, it’s about building something bigger than yourself. The strongest teams are made when leaders set aside ego, embrace growth, and welcome people who challenge and elevate them. Because being a wonderful leader, yourself, means setting others up for success ~ creating the conditions where their strengths shine and the whole team rises.
Consider Argenta, your retained search partner, as the helmswoman ~ charting the course, adjusting to the winds, and guiding you through the hiring journey. We cannot hire for you, but we will deliver a leader designed to meet your needs. In the end, we set the course, you hold the sails ~ and true courage comes when you hand the helm to the new leader and trust them to steer.