The Value Of The Intraview

Two years ago, an executive came to us with a dilemma. $\dots$ His Y2K project (remember Y2K?) had been a huge success, and he wanted to place his high-performing protégés into new areas. They’d earned awards and accolades, been highlighted in journals—everyone should want them, right?

Not true. For example, Dan, his Y2K operations guru, failed so miserably in meeting with marketing that their vice president said, “I don’t care what he’s done, I’m not taking him into my organization.”

Have you shared this frustration? Ask yourself, “How can I help good people sell themselves in our organization when I know they’re great but others can’t see that?” This question led to the Executive Interview program.

Internal interviews, or intraviews, are where many well-meaning executives and their protégés make mistakes born of familiarity. For high performers you want to retain, the short, intense time and effort of an executive interview process is well worthwhile.

Get $20∕20$ foresight. In Dan’s case, we found that his eye contact and posture gave the impression that he was bored, when in fact he was shy. His boss had grown so accustomed to Dan’s style that he missed the first-impression “snapshot” an interviewer takes of a candidate. Familiarity breeds “blind spots,” the inability to have an objective appraisal.

Find the right job, not the next rotation. A few hours of guided personal reflection can help your successors prioritize career objectives for a long-term satisfying position. Some clients discover they don’t want to be in management; others find their lack of education is holding them back.

If they’re moving on, manage the exit interview. Gutsy executives encourage people to leave when it’s the right decision $\dots$ just leave in such a way that you can come back. We coached one disgruntled client to make a “thoughtful exit” instead of disappearing to his new job. He went to key executives, explained why he was leaving, and left with the door open. Three years later, he’s back, a better resource than ever.

It’s all about options. For your top performers, intraview planning is the perfect pivot point to take a snapshot of where you are, determine where you’re going, and hone your skills to get there. It’s succession planning with the emphasis on success.

—Reprinted with permission from the Nyman Group; originally printed in the Fall 2002 issue of The Leading Word, published quarterly by the Nyman Group, 550 Pinetown Rd., Suite 460, Ft. Washington, PA 19034. For more information, please visit www.nymangroup.com or call 215-653-7220.