How Peter Tyler is Shaping Tomorrow’s Leaders

Peter Tyler’s career is marked by his extensive experience across various industries. His roles have ranged from CEO/MD through to Non-Executive Chair positions, and he has also served as a leadership mentor for private equity, venture capital, and privately held companies. This diverse background has equipped him with a unique perspective on what it takes to lead and succeed in different business environments.

We sat with Peter to talk about his career, what he looks for in candidates when making board appointments, and to discuss leadership in general.

Cultural Fit: The Cornerstone of Leadership

One of the key insights Peter shares is the importance of cultural fit when making board-level appointments. He emphasises that a good cultural fit is crucial, especially for CEO positions. “If there is not got a good cultural fit, then there is a risk of it becoming a very short-term relationship,” he notes. Peter believes that understanding a candidate’s behavioural style and their ability to win the hearts and minds of their team is essential for long-term success.

Leadership Style and Emotional Intelligence

Peter also highlights the significance of leadership style and emotional intelligence. He looks for leaders who are self-aware, adaptable, and capable of resolving conflict within leadership teams effectively. “Leadership in times of challenge or change requires flexibility,” he says, stressing the need for leaders to be adept at adapting their style to different situations. Emotional intelligence, including empathy, is a recurring theme in Peter’s approach to leadership.

The Role of Non-Execs in Shaping Decisions

As a non-executive board member, Peter plays a pivotal role in shaping decision-making processes. He advocates for a balanced approach in recruitment, that considers both hard and soft skills. He also underscores the importance of thorough assessments and references to eliminate unconscious bias in hiring decisions. “It’s concerning how many companies still make senior appointments without undertaking extensive referencing,” he remarks.

Advice for Aspiring Board Members

For those aspiring to join a board, Peter offers valuable advice. He encourages leveraging one’s network, engaging with recruitment partners specialising in the Non-Executive sector, and participating in networking events aimed at non-execs. He also emphasises the importance of thought leadership and using platforms such as LinkedIn to build a personal brand. “I’ve been lucky enough to land four roles without having to apply for a single one of them,” he shares.

Continuous Learning and Mentorship

Despite his extensive experience, Peter remains committed to continuous learning. He finds mentoring particularly rewarding, as it allows him to share his knowledge while also reflecting on his own experiences. “Every day is still a school day,” he says, highlighting the importance of an open mindset to lifelong learning.

Conclusion

Peter Tyler’s insights into cultural fit, leadership style, and the role of non-execs provide a valuable roadmap for aspiring leaders. As he continues to mentor and guide the next generation of executives, Peter’s impact remains profound and far-reaching.

If you are interested in finding out more about this role please contact colin.roope@berwickpartners.co.uk