to "Fit for Excellence"
Shaping the board context to “Fit for Excellence”
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Boards should not be just effective, but “Excellent” to outperform sector competition, to pre-empt and tackle disruptive technology and intrusive competition, to re-adapt business models, to anticipate and be prepared for diverse and unlikely risks,...
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Board dynamics are the key differentiator between an Effective and an Excellent Board
EXCELLENCE means to build on the 5 pillars of BoardXLence
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Fit with the Board Culture (controlling, operational, strategic, looking forward, risk appetite, shareholders value, societal value …) and the Company Context (shareholding, growth vs. mature/decline, profitable vs. lossmaking/crisis…)
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Chairman – CEO Relation is key for Board value creation
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Assure the Decision-Making process is clear, interactive, balanced and responsible for board and executives
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Avoid the «incompetent group of competent people » syndrome
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Assess regularly Board composition & dynamics to assure to have the “Business & Risk Acumen + (Competences x Attitude)” capabilities sitting on the board table.
How can our BoardXLence Practice unlock your “ Fit for Excellence”?
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Board Director searches & board composition reviews
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Board Appraisals & Dynamics Observation
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Shaping/ Reshaping Board Governance for Excellence
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Coaching of Board Directors, board training seminars, real board-case simulations, ….
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Advising Family Governance, incl. Family Charter, succession planning, NextGen selection, training & coaching, etc.
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Board Thought Leadership & Knowledge building
CrownXLence is highly involved in up-to-date Board knowledge by leading and contributing to:
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INSEAD Alumni IN-Board Academy (www.inseadalumni.be/IN-Board)
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BoardCompanions.org (www.boardcompanions.org)
Executive and talent search context claims to « Fit for Success »
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The War for Talent is a reality and keeps awake most of the CEOs. It is critical to attract and retain talent that can add value for the long term.
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Avoiding the search trap of “look-alike me” profiles and the re-posting of the last “job profile”
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Hence the hiring process should secure the appropriate functional competences, mental capabilities to tackle complexity, attitudes & values, assuring inspiring leadership or performant management.
EXCELLENCE means to create value through people
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Excellence in executive search is not to hire someone who “can do the job” but is to assure value creation through lasting successful talent acquisition.
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Daring to re-calibrate role and expected outcome
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“Fit for success” needs also to assure alignment of talent competencies and behaviors with the company’s culture and looking forward to business judgment.
How can our SearchXLence unlock your “ Fit for Success”?
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The SearchXLence practice focuses on an in-depth understanding of the company and of the role strategy, challenges, business culture, which are reported in a comprehensive Assignment Memorandum.
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CrownXLence performs a large appropriate profile search, conducts challenging business-driven in-depth interviews of the selected shortlist of candidates, and validates the finalist(s) by the unique VALPEOTM assessment methodology and by references.
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On-Boarding assistance and review
Changing context forces structure & culture to adapt to « Fit for Strategy »
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Strategy lives in the boardroom and in ExComs … but the key success is execution. Execution requires to align the positive energy of all stakeholders through the right organizational structures and roles.
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Hence, it is critical to answer and act on the following questions:
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In this fast-moving reality, do we have the capabilities, the competences, the business culture to deliver?
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Is the organization aligned and structured to achieve it?
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Organizational Excellence means flawless alignment
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Organizational Excellence means true alignment of strategy, objectives, business culture, competences, style, systems, and people engagement (~ McKinsey’s 7S), but needs also to be fueled by agility, change readiness, and judgment.
How can OrgXLence unlock your « Fit for Strategy »?
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Designing & aligning seamless Organizational Change & Business Culture Reviews, screening across different levels of management/teams in your company, bridging gaps between perceived and expected company culture, creating in a concluding workshop self-resolving project teams to reach the expected defined culture
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Setting up non-negotiable values & behaviors throughout the organization
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Defining Role and Competence mappings
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Assuring succession and next-level planning
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Assisting 55+ managers in (intra-company) career aspirations/opportunities
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Performing diverse ad-hoc people & structure projects
to "Fit for Success"
to "Fit for Strategy"
An infinite array of capabilities driving leaders to “Fit for the Role”
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Today, for organizations and individuals, constant analysis and reviews are necessary to master the key leadership and management specific needed capabilities and behaviors to assure proper fit to the roles.
Leadership Excellence is meeting individual capabilities & drivers with company’s role objectives & culture:
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Managing proper people dynamics is a key success factor for executives individually and organizations collectively.
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Hence, meeting individual capabilities & drivers with the company’s needs results in a continuous and forward-looking process of a successful adaptation to business objectives, roles, responsibilities, teams, values, and aspirations.
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Leadership assessments of individuals or teams are revealing mental capabilities, personal energy & value drivers, and personality traits, which can be well leveraged by a few coaching sessions.
How will our LeadershipXLence unlock your « Fit for the Role »?
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Assessments: Provides leadership development and coaching programs for executives or teams by performing in-depth business-driven interviews, assessing the links between their mental processing capabilities, value drivers and personality aspects (Certified VALPEOTM Assessment) from a looking forward business perspective
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Career Transition Coaching, helping repositioning (in-side or out-side the company)
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Internal Executive Selection processes (internal job postings)
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Succession Planning, next-level position coaching
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Hi-potential screening & development
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On-Boarding of new executives
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55+ intra-company career aspirations/opportunities
to "Fit for the Role"
Company cultures & human factors are critical to transaction success
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In a context where globalization, digitalization, and acceleration are disruptive forces making shelf-life of strategies short and impairing the sustainability of business models, M&A transactions play a determinant role in a company’s decisive future.
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Return on Acquisitions are in almost in 75% cases not delivering the expected return, due mainly to too late management of human capital and business culture matters
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People’s defensive attitude/corporate culture mismatch/communication are in most cases the cause of failure
“Return on Acquisition” Excellence results from thorough People and Business Culture due diligence to “Fit for Integration”
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Due diligence processes are standardly strategic, financial and legal processes, consequently:
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No/too little attention on Human Capital, Leadership & Business Culture due diligence, which impairs a smooth and successful post-acquisition integration and the leverage of the strategic/operational synergies
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People audit is concentrating mainly at a few hard skills HR or KPIs (e.g. age pyramids, contracts, salary, and bonus benchmarks, …)
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Poor management of the “acquiring company” behaviors, as well as of the “target company”
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Wrong perception of M&A “common wisdom“
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“Never change a winning team” – but you’re changing the game”-
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“ Our strategy will create new value”: better leverage on the early adopters than to convince executives who are resisting against
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