Competitive advantage starts at the top: Securing the leadership talent pipeline for sustained growth and profitability
In an environment where the only certainty is change, the organisations creating opportunities for growth and development are taut, lean and agile. Today’s operating climate is complex and challenging, which means, more so than ever, it is about the survival of the fittest. In such a world, evolution is imperative. The future belongs to the businesses that are able to do more with less and that have the flexibility to adapt to the ever-shifting social, political and economic conditions. They are the ones that possess the dynamic, visionary CEOs, directors and senior management teams with the strategic talent and creativity to successfully navigate inevitable change.
Whether it is streamlining and restructuring, expansion into new markets, the roll out of new products and services, mergers and acquisitions, regulatory change or the adoption of new technologies, you need the nimble, operationally focused, creative thinkers who can collaborate across the whole of an organisation to drive the necessary transformation. A movement towards consolidation, risk sharing and economies of scale mean leaders must also collaborate effectively with external partners. Successful evolution occurs when strategy, structure, process and people are aligned. Progressive organisations understand that people are their most significant asset, the ones affected most by change. To execute on aspirational strategy, you need culture-shifting leaders to engage hearts and minds.
A systematic, holistic approach to leadership attraction, retention and development
In a market where exceptional leaders give you the competitive edge, competition for their talent is fierce. It is employees not employers who hold all the aces. As such, the attraction, motivation, development and retention of executive talent has become a business-critical issue. That is why so many organisations are turning to specialist leadership search and selection experts, like Seymour John, to develop a business-aligned talent strategy.
Ours is an integrated, systematic approach that offers so much more than pin-point search and selection. Whether it is through 121 mentoring and coaching, individual or leadership-team evaluation, development and education, on-boarding, succession planning or board consultation, we work closely with you to secure the talent pipeline to meet your business-growth agenda. We have years of combined experience, which means, between us, we have built up an extensive resource of talent. Because these demanding roles require such unique skill-sets, we also have the value-added option of delving into a deep pool of ‘passive’ talent to find the exact match.
A profound understanding of your unique requirements is the cornerstone of our success
As specialists in the executive search and selection arena, Seymour John is a proven strategic talent ally for ambitious start-ups and SMEs through to large scale organisations. Our expert consultants understand the delicate art and impeccable judgment required in identifying, assessing and attracting the high-calibre talent these business-critical roles demand. We offer our partners a breadth and depth of industry experience and insight that brings an objective clarity to the most complex of leadership-search challenges.
We consult thoroughly with you to develop an understanding of each role’s unique requirements and the organisation’s competitive position within your industry sector before compiling a detailed profile of the ideal candidate. An important part of the process is the development of a culture of openness that encourages challenge, questioning traditional norms and assumptions in the pursuit of the very best outcome. In an environment where visionary innovation is a key driver for success, we believe that difference and diversity is a necessary, creative force in the corporate mix. The obvious choice is not necessarily the best choice.
We always apply rigorous due diligence in evaluating every candidate, whether we know them or not, using the latest, sophisticated assessment and personal-profiling tools to not only test technical, past-performance measures, but also a candidate’s personality, emotional intelligence and interpersonal style, ensuring a tight cultural fit. Your specific context is our defining criterion. It is a proven approach that enables us to predict a prospective employee’s ability to adapt and develop and assess how he or she might perform in the future in order to map out potential development paths. We are always discreet, particularly when approaching potential ‘passive’ candidates. We are committed to creating the best outcome for both candidate and client.