The silent risk in executive transitions

Research by Harvard Business Review reports that up to 50% of leaders hired externally fail within the first 18 months. Most of these failures are not due to a lack of competence or experience but to contextual misalignment.

In Luxembourg, that risk is amplified: a high concentration of international players, tightly regulated sectors, and multicultural teams require leaders who not only understand the technical requirements of a role but who can also navigate context quickly and credibly.

From experience to impact: what makes a match last

Many companies assume that cultural fit will “sort itself out.” Yet, cultural misalignment can quietly erode trust, create friction, and stall performance, long before it shows up in results. A recent McKinsey study on executive transitions highlights that adaptability, cultural intelligence, and alignment with the company's informal ways of working are among the key predictors of successful onboarding and long-term retention.

This shift is even more relevant in a market like Luxembourg. Executives are expected to lead across cultural borders, navigate change, and embody the values of the company, often under the scrutiny of both local and global stakeholders. In this context, the question becomes not just “Can they do the job?” but “Can they do it here, and with these people?”

At Schelstraete Delacourt, defining cultural fit not as similarity, but as compatibility. It’s about how a leader’s personal drivers, communication style, and pace align with the implicit culture of the organisation. An executive may look excellent on paper, yet struggle to succeed in a unique local environment, team culture or growth phase. This is particularly true in Luxembourg, where complex and often cross-border dynamics are at play.

A more committed approach to executive search

At , the difference lies in how the process is conducted. The approach goes beyond simply running searches, combining rigorous research with deep conversations. The firm partners with boards and executive teams to truly understand the context, culture, and critical success factors. A well-matched executive doesn’t just fill a gap; they bring momentum to the organisation. Operating on a retained basis allows for an investment of time and research upfront, ensuring full commitment until the right match is made.

With nearly two decades of experience in Luxembourg, the team blends deep market knowledge with the ability to access and assess talent across borders. Supported by a dedicated team of six in Luxembourg and over 35 experts across the Benelux, the firm helps organisations find leaders who not only meet the brief but succeed in their unique environments.

Because in the end, executive search is not about filling a role. It’s about finding the right leader who can make a lasting difference.

For more information, contact or visit .

This promotional article was written by Schelstraete Delacourt as part of the company's membership with the Paperjam Club. If you would like to become a member of the Club, please contact us at .