Why is it that relatively few general managers can work—and succeed—in the same company for a long period of time, while the majority cannot and do not? Conversely, why is it that a good number of businesses, given their history, tradition, culture, or governance structure, cannot keep—or choose not to keep—a general manager who has the talent, temperament, and desire to successfully manage their operation for a long period of time? This issue is clearly one that, properly understood, can be of significant value to businesses of all types and sizes as well as the many general managers who operate them.

Adam has worked for four companies throughout the past decade. While all of his employers would readily agree that he is a talented, hard-working, and caring employee, Adam clearly hasn’t yet found that right career “fit.” Why not? Who bears the responsibility in this matter? Adam or his employers? Clearly, a successful long-term career match is a dual-edged sword, requiring substantive contributions on both the employee’s and the employer’s part.

What are the core characteristics that successful long-term general managers consistently bring to their employers?

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