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The 6-P Leadership Hiring Framework

  • Writer: Charu Asthana
    Charu Asthana
  • Jan 8
  • 2 min read

Updated: 5 days ago


Let us examine the 6-P framework in leadership hiring, which emphasizes the importance of defining outcomes, evaluating critical thinking abilities, and ensuring long-term alignment with organizational objectives.


  1. PURPOSE — Why This Leader, Why Now

Start with business truth, not a vacancy.

Ask:

  • What business outcome will fail without this hire?

  • Is this a builder, scaler, fixer, or transformer role?

  • What decisions will this leader own exclusively?

Output: A Leadership Mandate (12–24 month success definition)


  1. PROBLEMS — What This Leader Must Solve

Leadership roles exist to solve complex, people-heavy problems.

Define:

  • Strategic challenges (growth, profitability, scale, stability)

  • Organizational challenges (culture, attrition, capability gaps)

  • External challenges (market, competition, regulation)

Output: Top 5 non-negotiable problems this leader must handle well


  1. PERSON — Who Can Solve These Problems

This goes beyond pedigree and brand names.

Assess for:

  • Pattern of decision-making under pressure

  • Learning agility vs fixed experience

  • Failure stories and recovery behavior

  • Leadership philosophy and values

Key lens: How does this person think when there is no playbook?

Output: Leadership capability profile (not a JD)


  1. POWER & INFLUENCE — How They Lead People

Senior leaders succeed through others, not tasks.

Evaluate:

  • Stakeholder management style

  • Conflict handling

  • Ability to attract, retain, and grow leaders

  • Comfort with authority and restraint with power

Red flags to watch:

  • Over-dependence on hierarchy

  • Credit-hoarding

  • Fear-driven leadership

Output: Influence & people-impact assessment


  1. PERFORMANCE — Evidence, Not Claims

Translate experience into proof.

Use:

  • Outcome-based interviews (“What changed because of you?”)

  • Scenario discussions (real business dilemmas)

  • Peer & senior reference checks

  • Decision audits (why they chose A over B)

Output: Validated performance patterns + risk map


  1. PARTNERSHIP — Mutual Commitment

Leadership hiring is a two-way bet.

Align on:

  • Decision authority

  • Expectations for Year 1

  • Board/founder dynamics

  • Compensation, equity, and long-term incentives

  • What success and failure will look like

Output: Clear leadership contract (explicit + implicit)



“Good leadership hiring predicts behavior - not brilliance.”



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