In an insightful interview, Erik Visser, CEO of Hamlet Protein, shares his expertise on the essential focus areas for a newly appointed CEO. From engaging with employees at all levels to building trust with the Board and the executive team, Erik emphasizes the importance of listening, understanding, and leveraging past experiences with caution. A must-read for aspiring leaders, this interview provides valuable strategies for effective onboarding and leadership in a new role.
What should be the main focus of a newly appointed CEO during their onboarding and entry into the new role?

  1. Explore and Listen, Don’t Assume: Engage with senior management and representatives at all levels of the organization to gain a comprehensive understanding of the company.
  2. Ask Insightful Questions: Questions like “What would you do if you were the CEO of this company?” and “How can we help you be more effective in your role?” often generate valuable feedback.
  3. Travel and Connect: Visit various company locations to ensure you’re seen as a leader for all employees, not just those at headquarters.
  4. Contextual Awareness: While your past experience is valuable, approach the new role with an open mind to understand sector- and company-specific challenges.
  5. Social Media Presence: Ensure your social media profiles accurately represent your values and professional stance, as employees will review them once your appointment is announced.
How should a first-time CEO build relationships with the Board?

  1. Personal Engagement: Build relationships through in-person meetings or phone calls with individual board members outside of formal meetings.
  2. Leverage Experience: Ask board members about their experiences with the company and explore how their network and expertise can support you.
  3. Collaborative Brainstorming: Use the board members’ experience to brainstorm, bounce off ideas, and discuss specific challenges.


How can a new CEO gain trust and respect from the existing executive team?

  1. Transparency: Clearly communicate your agenda and timelines, and explain how they align with the executive team’s goals.
  2. Define Success: Articulate what success looks like for the company and the executive team.
  3. Understand Strategy: Ask the executive team to explain the company strategy in a general session to ensure alignment.
  4. Individual Engagement: Spend time with individual executive members to understand their specific agenda; where do they see they key challenges and opportunities.
  5. Delegate Responsibility: Once strategic focus areas are identified, allocate responsibility for specific areas to individual executive team members.
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