executive search and talent management how to deal with changing organizational requirements
TRANSCRIPT
®Robert Jacquet 2015
Executive Search & Talent Management
How to Deal with Changing Organizational Requirements?
®Robert Jacquet 2015
Robert Jacquet, MSc, PMP ®
35 + years of Professional Experience
Executive Search Consultant
Seasoned Chief Marketing Officer (CMO)
Business Owner
MSc: Master Business administrationRisk and Project Management, Leadership (Boston University)PMP®: Certified Project Management Professional (PMI®)
®Robert Jacquet 2015
Executive Search“ Art to identifyapproachmeet withkey talentsto enhance their career and personal developmentin order to participate at achieving organizational goals” (Robert Jacquet)
®Robert Jacquet 2015
Classical Linear Executive Search
• 1) Status: Need to fill in a position
• 2) Search: Look for candidates
• 3) Screen:Interviews and assessments
• 4) Short list: Best fit for the job
• 5) Signature: Candidate and client contract signature
®Robert Jacquet 2015
Classical Linear Executive Search
The linear way to operate: The « 5 S » sequence
1) Status 2) Search 3) Screen 4) Shortlist 5) Signature
®Robert Jacquet 2015
Classical Linear Executive SearchWhy it breaks down
®Robert Jacquet 2015
Classical Linear Executive SearchWhy it breaks down
Old process Today’s needs1) Status Think Talent Management first 2) Search First search internally, motivate,
coach and train3) Screen Enhance n+1 and peer interview4) Short list Talent centricity5) Signature Propose a project and a vision
®Robert Jacquet 2015
Classical Linear Executive SearchWhy it breaks down
New Talent Management solutions come to the fore
on top of Executive Search
®Robert Jacquet 2015
Classical Linear Executive SearchWhy it breaks down
Leadership assessment Leadership prediction
Leadership developmentIn-house Talent Search External Talent SearchContinuous Training
Continuous Education Mentoring Coaching
Succession planning
All these talent solutions must be part of a Talent Strategy
®Robert Jacquet 2015
Classical Linear Executive Search
Classical Linear Executive Searchis now part of
Strategic Talent Management
®Robert Jacquet 2015
Talent and corporate strategies:
C-suite executives must step up
•72 % say that talent management will become increasingly important to strategy implementation and execution in the next three years.
•75 % say improving talent management processes will be a leading challenge for boosting strategic effectiveness during that period.
(Source: Project Management Institute & The Economist Intelligence Unit « Rally the Talent to Win »- 2014)
®Robert Jacquet 2015
Talent and Project Management
“Organizations need project management talent that has the ability
to deal with ambiguity and can lead strategic initiatives that drive change
in an organization.”
(Source : Project Management Institute (PMI ®) in collaboration with PwC:Powering Strategic Initiatives in the PMO PMI Thought Leadership Series: Talent Management -2014)
®Robert Jacquet 2015
Overall Level of Project and Program Talent Management Maturity
HIGH12%
MEDIUM34%
LOW54%
Talent MANAGEMENT MATURITY
®Robert Jacquet 2015
Talent and corporate strategies
“Organizations that excel at aligning talent and corporate strategies waste 33% fewer dollars on their projects”
• Source : Economist Intelligence Unit and Project Management Institute study “Rally the Talent to Win” 2014
®Robert Jacquet 2015
Classical Linear Executive Search
Becomes part ofTalent Management
RequiringProject Management
Best Practices
®Robert Jacquet 2015
Leadership buy-in and support
“The more successful programs are found in organizations where Talent Management is a mandate from the CEO, and the culture
places a premium on developing people and encouraging individuals to excel”
(Source: Project Management Institute-Developing Talent for Strategic Impact- 2014)
®Robert Jacquet 2015
Talent advisoryDevelop your Talent Strategy with our expertise at each decision
level
®Robert Jacquet 2015
Iterative Talent Consulting
Initiating Closing
Executing
Planning
Monitor & Control
Structure source PMBok 5th edition 2013
®Robert Jacquet 2015
Iterative Talent ConsultingOur involvement
• Engage in your Company Culture• Understand your Talent
Strategic business case• Align with your Strategic
Plan • Assess your Project
feasibility within defined scope, time and budget constraintsExecutive Consulting supported by Headhunting, C-suite Marketing (CMO) & PMP® certification
®Robert Jacquet 2015
Iterative Talent ConsultingOur involvement
• Create your Project Scope• Estimate Time and Budget• Identify your Project Risks• Create Change
Management Plan• Set Objectives, Progress,
Milestones • Iterations &
incrementationsExecutive Consulting supported by Headhunting, C-suite Marketing (CMO) & PMP®
certification
®Robert Jacquet 2015
Iterative Talent ConsultingOur involvement
• Process according to plan• Stakeholders
management• Hold meetings• Change request
generation • Iterations &
incrementations
Executive Consulting supported by Headhunting, C-suite Marketing (CMO) & PMP® certification
®Robert Jacquet 2015
Iterative Talent ConsultingOur involvement
• Measure responses against your objectives• Measure your objectives
against responses • Variance and change
request: approve or reject
Executive Consulting supported by Headhunting, C-suite Marketing (CMO) & PMP® certification
®Robert Jacquet 2015
Iterative Talent ConsultingOur involvement
• Document lessons learned for your upcoming and frontrunning Talent Management Projects• Apply updates to your
organization assets• Confirm work is done to
your requirementsExecutive Consulting supported by Headhunting, C-suite Marketing (CMO) & PMP® certification
®Robert Jacquet 2015
Project CharterA Project Charter is a mutual engagement between the Project Sponsor and the Project Manager, which covers:Strategy alignmentAdded value to the organizationResults deliveryAssumptions list, description and validationList the major deliverables and milestones of the projectHighlight the process to manage the timely completion of the
projectSummarizes the budget determined with the client, in line with
the complexity of the project
®Robert Jacquet 2015
Robert Jacquet, MSc, PMP ®
35 + years of Professional Experience
Manage your Talent Management Project within
• Scope
• Time
• Budget
and QualityLinkedIn: https://be.linkedin.com/in/robertjacquet1 Mobile: +32 471 77 76 16 Skype: itesesc Email: [email protected]
®Robert Jacquet 2015
Robert Jacquet, MSc, PMP ®
35 + years of Professional Experience
LinkedIn: https://be.linkedin.com/in/robertjacquet1
Mobile: +32 471 77 76 16
Skype: itesesc
Email: [email protected]