I would agree with Michael, and add that the nature of the word "disruptive" by it sell necessitates "out of the box" leadership. The disruptive device or item created/discovered by a scientist/inventor takes leadership into uncharted waters. Bold leadership and visionary people are needed to commercialize these products/services. It may be hard if not impossible to hire someone with any similar experiences, but bold, intelligent, and visionary attributes would certainly help.

They do not. Most c-suites focus on execution, period (hence the top human in an organization is the CEO, executive leading from execution). There are few truly visionary CEOs, so few in fact that those are the ones continually reported on in the news (Musk, Bezos etc). While I'd argue that the place for leading the charge to enable disruptive innovation should be in the C-Suite, most are unable to take that long visionary view. Luckily, it's something that CAN be taught. There is training to help leaders to become better at meeting those challenges - one of which we do with our leadership foresight coaching. The trick is to extend your strategic planning timeframe out as far as you can (we usually suggest 10 years) thereby creating a cognitive disconnect between today and tomorrow, allowing the disruptive thinking to happen.

I would say generally, no, with one exception, if they come from companies who have disrupted other industries and are agile or fast moving and innovative. However, too often companies think that hiring one executive from such a company solves everything and it does not