SWBi International Thesis on Executive Search & Management Appraisals
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SWBi International Thesis on Executive Search & Management Appraisals

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  • 1. SWBi Internationalwww.SWBi.com Global Executive Search - High Tech (781) 237-1199 "25 Years Recruiting the Leadership you can Invest in !" Working With SWBi It is one of the most beautiful compensations of this life that no man can sincerely try to help another without helping himself. — Ralph Waldo Emerson OUR GOAL, IN WHATEVER ROLE WE HAVE, is to be your trusted advisor, mentor and coach — your advocate. We don’t enter any business relationship casually. Whether we are exploring a role as advisor, investor, board member, negotiator, mediator, or deal-maker we first spend time getting to know each other. Before we decide to recruit for Board of Director, Head of the Nominating Committee, PE/VC firm and CEOs or invest or enter another form of business relationship, we will meet with an entrepreneur multiple times. In these meetings: We read your business plan and review your business strategy - We discuss your personal goals in launching a venture - We talk to people who have worked with you in the past - We probe a variety of issues facing you and your business. We offer you the same opportunity to get to know us. Only then do we jointly decide whether to proceed. Once a formal relationship is established, we are always willing to talk, to explore your business issues, to help evaluate your business strategy, and to help identify critical strategic and managerial issues confronting you and your company. We serve as your advocate and help you achieve your business and personal goals as an entrepreneur. We are ―on call‖ virtually 24X7. SWBi International offer support in the identification, strategic deployment, and development of senior executive leaders. This specialization in assessing, and recruiting senior executive leaders who will create competitive advantage and attain sustainable value aka sometimes represented by market capitalization. SWBi International track record of over 1,000 assignments has been developed on our insights and recommendations into the right executive dynamics for each and every senior executive search engagement. We have proven the ability to understand many different clients and to identify the right selection of candidates and to complete a win:win outcome time and time again across the world. Gaining an appreciation for Client Company’s requirements/vision while retaining the ethical and professional empathy for each and every candidate. SWBi International Managing Directors deliver Senior Executive Recruiting SER™ services; ranging from Senior Executive Search to other solutions that enhance board of director and the C/VP Executive Effectiveness. SER™ is a solution that allows SWBi International to partner with clients so as to offer solutions that link senior executive leadership with the organizations strategy and tactical execution. SWBi has lead and executed over 1,000 such senior executive search engagements acrossNorth America for almost 30 years. In addition to SWBi traditional senior executive search
  • 2. engagements we provide management appraisals SWBi Mgt App 4.0™and SWBi SRS™ a solution that has been specifically development for in house recruiting professionals (aimed to avoid duplication and leverage internal resources to attract an incrementally superior candidate). Is your leadership development cost-effective? Do you have tailored plans for developing your future leaders? Are you developing the right people? Over half of Global Leaders surveyed stated that a lack of leadership was a major factor constraining their ability to deal with change, and over 50 percent viewed succession planning as a pressing challenge. They, and other companies, see developing leadership talent as a key aspect of talent management, but often find people are not ready when senior posts need to be filled. Typically this is because development has been unfocused, or has addressed symptoms rather than root causes. Development plans frequently are unrealistic, superficial (―get a coach‖, ―take a course‖), and fail to take a comprehensive, holistic approach to professional development. Making sure your leaders develop and deliver SWBi International’s Managing Directors know what excellence looks like be it a board of director, CEO, President, CFO, VP Sales, VP Marketing VP Engineering etc. We can work with you to develop and implement specific, achievable plans to ensure that your leaders are capable of meeting current performance requirements, and are ready to assume the future roles for which they have been targeted. Defining tailored development plans We offer a highly focused, custom-made, holistic approach that links development to business strategy and the executive’s own profile. It includes: A thorough and complete management appraisal of executive’s strengths and development needs, that defines specific areas for change Focused interventions with your leaders to set out clearly how they should capitalize on their strengths and address the underlying causes of their development needs. The result is a specific, realistic and resource-efficient action plan that the executive is committed to carrying out. Would you like a greater return on your investment in leadership development. SWBi would be pleased to discuss leadership development with you. Scaling Mgt Competency Can you tell the good from the great? Can you get your people to the next level of performance? Can you specify the skills your people need? It is no longer enough to rate someone relative to his or her own role. Roles change and people move far too quickly; it is necessary to compare your people to each other, to future roles, to successors – even to the demands emerging from a shift in strategy or a merger.
  • 3. Knowing who has real potential We can help you with our assessment process, or help you do your own assessment better. We can offer: · A rigorous appraisal against competencies relative to current or potential roles · Documented gaps in behavioral terms · Guides and tools to support scale-based assessment · Licensing of our competency scales, with customization and mapping against your company’s core concepts, messages, and existing competencies · Customized training and consulting to support the implementation of competency scales Are you interested in learning how we assess your executive competencies? Would you like to compare or link your model with ours ? Benchmarking Leaders Are your leaders as good as the competitions? What distinguishes great leaders? What are the skills your leaders will need? In 30 years of assessing executive talent, SWBi International has developed an accomplished track record for recommending the very best candidates. As you appreciate the best are the most difficult to recruit and this is the art form of executive search not only knowing who and when to engage but having the instinct to close the very best candidates time and time again. Integrating Leaders into your Organization Do you want to know how your managers compare with best-practice executives? SWBi will be pleased to discuss benchmarking leaders with you. Will your new leaders be successful? Can you integrate them into the organization? How can you help them get up to speed? Integration of newly hired senior executives into their organizations ("onboarding") is an area of increased focus for quite a number of leading international corporations. This is a critical factor in successful talent management. Other studies have shown that external hires are especially vulnerable to failure during the first 12 months of their tenure. Our experience has shown that many companies do not pay enough attention to this issue, and neglect the potential destruction of value involved in losing a senior executive, especially an external hire. In practice we frequently find that the gap between a new hire’s expectations and reality is enormous. Seizing the window of opportunity This is especially true when major changes are necessary: an external hire, someone who can break with tradition, may be expected to work miracles. On the other hand, the externally hired manager can easily develop an inaccurate perception of the environment he will move into.
  • 4. Studies show that a new leader’s first 90 days are critical to winning over the organization, and getting the support necessary to carry out radical changes over the next six to twelve months. Getting your new hires up to speed SWBi International has developed a rigorous and practical onboarding methodology, which can help integrate new leaders into their new role more effectively, leveraging our insight into the skills and behaviors that are critical to succeed in the first three months. Through a thorough three-month approach, we help the new hire to grow into his or her role and provide ―course correction‖ information to manage the risk of taking on a new and challenging role. We also provide a final summary containing a detailed analysis of the results achieved, and the next steps to be taken. M&A Strategic Talent Management Companies have started making executive recruitment and development a strategic priority. Talent management has become established as a recognized discipline. However, we have seen that companies must align their people strategy with their corporate strategy, or risk a business strategy failure. Companies that take the long-term strategic view will typically ask themselves a number of far-reaching questions: Where is the company aiming to be in three, five or ten years from now? In which main markets and fields of business will it operate in future? What do the dynamics of growth and competition look like in those markets? And finally, is the talent pipeline strong enough to deliver the long-term strategy? As dynamics continue to change, executives must constantly rethink the way companies plan to attract, motivate, and retain their employees. Strategic Restructuring Times of economic crisis generate a broad need for radical corporate restructuring across all industries, involving the realignment of entire leadership structures. Successful restructuring in these conditions requires a holistic approach involving all management levels and all functional areas. The key requirement is a rigorous analysis to identify the management skills needed for the future. Succession Planning No decision is more important than the choice of the successors to the senior leaders of an organization. Yet despite its critical significance, and although it often takes years to develop effective senior managers, the large number of short executive tenures and sudden departures point to real problems in this area. Having a robust, structured succession plan ensures that your company has a good understanding of the candidate pool internally and externally to support the right choice for your next senior leaders, and acts as an insurance policy against unexpected change. SWBi International can help you identify internal candidates who are ―ready now,‖ ―ready soon,‖ and ―ready in two years‖ and put processes in place to build up these candidate capabilities, or select an external candidate of distinction.
  • 5. EXECUTIVE SEARCH ABILITY TO MAKE GOOD PEOPLE DECISIONS IS TODAYs MOST IMPORTANT SOURCE OF COMPETITIVE ADVANTAGES. DECISION AT THE TIME OF RECRUITING SENIOR TALENT CAST THE LONGEST SHADOWS OF ALL. The ability to make insightful decisions about people is today's most enduring source of competitive advantage. SWBi International's largest service practice - Executive Search concentrates on helping clients achieve this advantage through the identification, assessment and recruitment of the world's most talented business leaders. On the surface, our executive search process resembles others. However, new clients usually discover the experience of working with SWBi International to be different. An overview of SWBi search process is described below.Our briefing meeting is the start of an emotional commitment to complete the work with professional excellence. It begins with a rich discussion of the critical business issues that the recruitment will address and the essential requirements of the position. Next, our consultants qualify the behavioral characteristics that the best candidates will require to succeed in the future role. The consultants will also review critical incidents as well as the competencies required to successfully navigate through the situations the candidate will most likely encounter on the job. Beyond the emotional and professional commitment, buttressed by a proven methodology, our consultants themselves make the critical difference, bringing genuine insight in discerning clients' needs. Their former careers give them real-life sensitivity to many aspects of the performance requirements of the role. Importantly, the same consultants that receive the brief handle every aspect of the search through completion. Consultants identify candidates from three sources: their own professional networks and relationships, those of their worldwide colleagues, and systematic research. The consultants' own ideas will stem from their knowledge of your sector or function and their experience in executive search. This pool of known talent is augmented by ideas flowing from other consultants within or between offices, due to our collaborative culture and remuneration structure that encourages cooperation. Consequently, clients engage more than individual consultants; they engage the entire firm with all of its relevant sources and experts. Our researchers and knowledge managers - who do not approach candidates themselves - constantly monitor career moves of business leaders in all countries where we operate. They continuously update our global database of more than a million senior executives. Approaching the candidates is one of two points of maximum leverage in a search, so we never delegate this critical activity to researchers. The consultants working on the engagement are best prepared to present the opportunity in a compelling way, articulating the nuances of the position and commenting meaningfully on the cultural aspects of the client organization. The consultants will also be able to credibly address concerns candidates may have about the opportunity relative to their own careers and their prospects within the client organization. Given the background and seniority of our consultants, most candidates feel the people approaching them are peers in the business world and usually value their insight and advice; the high quality of the dialogue between our consultants and candidates greatly increases the prospect of attracting the best talent to our client organizations. Indeed, our commitment to managing long-term candidate relationships further strengthens this bond and enhances our access to top talent for our clients.
  • 6. The second major point of leverage in a search is converting a mutual "fit" into an actual hiring. In the war for talent, a skilled and insightful approach to closing a search can make the difference between success and failure. Since our consultants invest in the relationship with candidates through every step of the search process, they are better able to monitor and address concerns about the job or the practical and personal aspects of transitioning as they arise, minimizing barriers to closure at the final stage of a search. Our fixed fee approach assures objectivity on quantitative aspects of the hiring, allowing consultants to advise both sides in the negotiations without conflict of interest. Scope of SWBi International’s responsibility PinPointing your Requirements: Our briefing meeting is the start of an emotional commitment to complete the work with professional excellence. It begins with a rich discussion of the critical business issues that the recruitment will address and the essential requirements of the position. Next, our consultants qualify the behavioral characteristics that the best candidates will require to succeed in the future role. The consultants will also review critical incidents as well as the competencies required to successfully navigate through the situations the candidate will most likely encounter on the job. Beyond the emotional and professional commitment, buttressed by a proven methodology, our consultants themselves make the critical difference, bringing genuine insight in discerning clients' needs. Their former careers give them real-life sensitivity to many aspects of the performance requirements of the role. Importantly, the same consultants that receive the brief handle every aspect of the search through completion. FINDING THE BEST Consultants identify candidates from three sources: their own professional networks and relationships, those of their worldwide colleagues, and systematic research. The consultants' own ideas will stem from their knowledge of your sector or function and their experience in executive search. This pool of known talent is augmented by ideas flowing from other consultants within or between offices, due to our collaborative culture and remuneration structure that encourages cooperation. Consequently, clients engage more than individual consultants; they engage the entire firm with all of its relevant sources and experts. Our researchers and knowledge managers - who do not approach candidates themselves - constantly monitor career moves of business leaders in all countries where we operate. They continuously update our global database of more than a million senior executives. APPROACHING CANDIDATES Approaching the candidates is one of two points of maximum leverage in a search, so we never delegate this critical activity to researchers. The consultants working on the engagement are best prepared to present the opportunity in a compelling way, articulating the nuances of the position and commenting meaningfully on the cultural aspects of the client organization. The consultants will also be able to credibly address concerns candidates may have about the opportunity relative to their own careers and their prospects within the client organization. Given the background and seniority of our consultants, most candidates feel the people approaching them are peers in the business world and usually value their insight and advice; the high quality of the dialogue between our consultants and candidates greatly increases the prospect of attracting the best talent to our client organizations. Indeed, our commitment to managing long-term candidate relationships further strengthens this bond and enhances our access to top talent for our clients. ASSESSING THE HOW There is growing recognition that how a person does something predicts success better than what his or her qualifications theoretically enable him or her to do. When interviewing candidates, our
  • 7. consultants steer away from narrative interviews that simply retrace a person's achievements. Instead, consultants focus on the "how" questions, following our competency-based interviewing model. Answers to these questions can be windows into the individual's behavioral characteristics, enabling sensitive judgment of the candidate's ability to perform in the job and adapt to the client organization and culture. Examples from a candidate's professional record allow consultants to better predict whether he or she will thrive when challenged with specific performance requirements. Further validation through extensive referencing is the final and crucial complement to the judgment made by our consultants. ENSURING CLOSURER with the BEST The second major point of leverage in a search is converting a mutual "fit" into an actual hiring. In the war for talent, a skilled and insightful approach to closing a search can make the difference between success and failure. Since our consultants invest in the relationship with candidates through every step of the search process, they are better able to monitor and address concerns about the job or the practical and personal aspects of transitioning as they arise, minimizing barriers to closure at the final stage of a search. Our fixed fee approach assures objectivity on quantitative aspects of the hiring, allowing consultants to advise both sides in the negotiations without conflict of interest. SWBi International RESPONSIBILITY Our consultants are passionate about assuring that hired candidates make a positive impact that exceeds our clients' expectations. We follow up with candidate and client at regular intervals to check on performance and fit. The consultants' diligence in this regard stems not only from professional pride but also from their long-term outlook toward clients and candidates. This continuing bond with candidates and clients is one of the reasons that more than two-thirds of our assignments are repeat engagements for existing clients. The knowledge that our consultants are motivated by repeat business for the firm's single global ownership structure, rather than individual rewards, is the best assurance of superior professional execution. BOARD PRACTICE SWBi International has a dedicated practice specializing in Board Consulting. The team focuses its efforts on the highest level of an organization and works in a collaborative manner with the chairman of the board and its members. Typical activities include reviewing overall Board performance or appraising individual board member contributions to recruiting directors whose independence, intellect, integrity and courage will strengthen the board and create sustained competitive advantage. SWBi International identifies those critical competencies required of the board as a whole, as well as its individual members, that will enable it to graduate from the traditional role of ―oversight‖ to the more valuable role of ―contribution‖. An effective board comprised of the right people, focusing on the right issues, and working in an environment of dialogue, not monologue, is a high-value corporate asset. We aim to ensure that the board has a balanced perspective and that the collective wisdom of the directors is unleashed and utilized for the benefit of the company’s shareholders. Our approach to Board Consulting acknowledges the wave of change in corporate governance norms which has taken place around the world in recent years. While the new codes of behavior may have been justified by the poor or fraudulent actions of some we argue that they are
  • 8. necessary but not sufficient. Only a group of diverse and outstanding individuals combining to form an exceptional team will achieve sustained effectiveness in the board room. SWBi International clients range in scale from start-ups, to privately-held family firms, and to the world’s largest corporations. Typical engagements include: · Building a board from scratch at the stage of an initial public offering. · Appraising and restructuring an existing board. · Reviewing a board’s performance and that of its committees, and refreshing the review annually · Internationalizing an existing board. · Assisting a family firm with the appointment of independent directors. · Creating a strategic advisory board. · Advising on appropriate corporate governance practices. · Advising on appropriate remuneration levels and structures. Our global partnership structure of boutique search firms, shared philosophical approach, ensure that our clients receive the full benefit of the decades of knowledge and contacts that our consultants have built up over their careers with our firm. Whether an engagement’s scope is local, national, regional, or global, our consultants provide salient and pertinent counsel. Our knowledge, contacts, and efforts result in an outstanding board of directors.