3. A great mistake however is to look for a
‘round peg for a round hole’. You may
get conventional answers relating to
your sector where something more
innovative is needed to improve your
cutting edge.
4. We start by being very careful as to who
gets into transformation-leaders. Out of
every 60 independents we talk to every
month who express an interest in us, we
only take about 2 to 3. We look for great
board level cv’s, we look for open
communicators with fine track records
of successful leadership and
management across a broad range of
sectors and disciplines.
5. After establishing a fine track record
and the high levels of professional
ability of any candidate, both client and
candidate are actually looking for the
right ‘chemistry’ as the foundation stone
of mutual trust. transformation-leaders’
customised process addresses the
importance of this human factor in
building ‘trust’, from which great ROI
and successful deliverables for a client
comes
