executive search and talent management how to deal with changing organizational requirements

®Robert Jacquet 2015

Executive Search & Talent Management

How to Deal with Changing Organizational Requirements?


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®)


Executive Search

“ Art to identifyapproachmeet withkey talentsto enhance their career and personal developmentin order to participate at achieving organizational goals” (Robert Jacquet)


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



The linear way to operate: The « 5 S » sequence

1) Status 2) Search 3) Screen 4) Shortlist 5) Signature


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



New Talent Management solutions come to the fore

on top of Executive Search



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



Classical Linear Executive Searchis now part of

Strategic Talent Management


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)


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)


Overall Level of Project and Program Talent Management Maturity

HIGH12%

MEDIUM34%

LOW54%

Talent MANAGEMENT MATURITY


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



Becomes part ofTalent Management

RequiringProject Management

Best Practices


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)


Talent advisoryDevelop your Talent Strategy with our expertise at each decision

level


Iterative Talent Consulting

Initiating Closing

Executing

Planning

Monitor & Control

Structure source PMBok 5th edition 2013


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



• 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



• Process according to plan• Stakeholders

management• Hold meetings• Change request

generation • Iterations &

incrementations

Executive Consulting supported by Headhunting, C-suite Marketing (CMO) & PMP® certification



• Measure responses against your objectives• Measure your objectives

against responses • Variance and change

request: approve or reject




• Document lessons learned for your upcoming and frontrunning Talent Management Projects• Apply updates to your

organization assets• Confirm work is done to

your requirements



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




Manage your Talent Management Project within

• Scope

• Time

• Budget

and Quality

LinkedIn: https://be.linkedin.com/in/robertjacquet1 Mobile: +32 471 77 76 16 Skype: itesesc Email: [email protected]

https://be.linkedin.com/in/robertjacquet1

mailto:[email protected]




LinkedIn: https://be.linkedin.com/in/robertjacquet1

Mobile: +32 471 77 76 16

Skype: itesesc

Email: [email protected]

https://be.linkedin.com/in/robertjacquet1

mailto:[email protected]

executive search and talent management how to deal with changing organizational requirements

Documents

talent management project

talent management processes

talent management maturity

project management institute

talent solutions

short list talent

csuite executives

involvement lessons