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To better understand this phenomenon, we analyzed a sample of strong performers who were finalists for C-suite roles but got turned down in the final decision round. Asked to coach Brian, we gathered extensive feedback from his colleagues and external parties. The careers of talented executives are often derailed by seemingly trivial issues, many of which are utterly fixable. Each executive assessment includes detailed career and educational histories; performance appraisals; and information on patterns of behavior, decisions, and business results. Our CEO Genome research uncovered that stronger candidates for leadership positions are more effective at persuading others, including their peers. Individuals like Denise often do extremely well in the middle management ranks but stall out on the path to the C-suite, because they seem unable or unwilling to think beyond their own division or function. Having delivered seven years of breakthrough performance and nearing retirement, she was eager to select and prepare her successor. Often executives who fail to appear confident get comments about lackluster executive presence. Often these pandas live on for years, seemingly innocent, but ultimately gnaw at the career trajectory of otherwise talented leaders.

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