Most often when business organizations need to fill a critical position at the top management level, they consider executive from within the organization itself. This not only constricts their sphere of search, but also minimizes any opportunities for exemplary leadership hiring that can significantly affect the strategic direction of the business establishment. That is why most modern entrepreneurs opt to seek the services of well known and professional companies offering the services of conducting top executives search for specific management roles. Given the large number of companies offering executive search services, it is important for business organization to have a basic idea of what to expect from them. This not only helps in choosing the perfect top executive search firms in Pune, but also ensures the short listing of appropriate candidates. Have Thorough Understanding Of Client Needs A professional executive search firm needs to have a thorough understanding of the client needs. This not only includes being well informed about the expected qualification and experience of the candidates but also the roles and responsibilities they should be capable of handling. In addition, search firms in Bangalore should be well versed with the working environment of their individual client organizations and should be able to provide candidates who can prove highly productive in these specific environments. Use A Reliable Method For Sourcing And Short Listing Candidates The search firms in Delhi should make most of the resources such as industry research, internal research teams, candidate databases, industry information, competition, and internet tools to find the best candidates. At the same time they should carry out both telephonic and face-to-face interviews to shortlist the most appropriate candidates suited for specific roles. Verifying The Background And Personal Details Of Short Listed Candidates The search firms in Mumbai should be able to confirm the background details of the shortlisted candidates. This not only includes the previous employment history of the candidate but also their personal traits and qualities that are a must have for the specified role. In case the candidates claim to have won any awards or recognitions, the search firm should verify the authenticity of such claims as in the modern times faking such awards is not a big deal.
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The family businesses, small or large, are present in and around us; yet it is one of the most overlooked form of business ownership. As the business and the family grows, the challenges faced by the family business organisation increase manifolds. The family business organisations need to achieve the enhanced business performances keeping the family members committed to the growth of the organisation along with maintaining harmonious relationships within the family. Here we unveil some of the best family business practices which can help a family business grow. Take a look:
· A Well Defined Structure For Decision Making Absence of a well laid decision making structure often creates conflicts amongst the family members in the organisation as everyone thinks he/she is the best decision maker. An effective decision plan and chain of command can reduce the level of conflict in this situation. Someone should be identified for the final decision making to ensure proper decisions are made instead of arguments. · Identify Role Of Every Member Often family businesses are infected with the problem of giving job roles without understanding the skill set of the individuals and investing properly in their skills. The role of each and every family person should be identified in connection with the interest and skills the person possesses and thus this way they can be made responsible for what they can do the best. · Board of Directors It is advisable to the family business organisations to formulate a Board of Directors which comprises of Accountants, Lawyers and other individuals of repute. The reason for formulating a board is to have a constant guidance of persons having knowledge of diverse fields. Their feedback about the direction of the company can be used for framing future plans and objectives for the company. Also, they can review the business on quarterly, half yearly and yearly basis, and bring any wrong practice going in the business firm to the table. · Transition Plan For Next Generation The family businesses are passed on from one generation to another and thus it becomes the responsibility of the present generation to make the transition smooth. For this, the next generation needs to be made understood what is expected from them and what needs to be done to take the business to new heights. The concept of making a career in the field of executive coaching is fairly new in India, which is also a major reason for the confusion surrounding this specific niche. With a growing demand for ICF certified Executive coaches in India, it is important for people aspiring to take up this profession, to become familiar with the finer aspects of the same. The points discussed below are aimed at helping these aspiring professionals to gain a better understanding of what they are expected to do as qualified executive coaches. · The most important thing that aspiring coaches need to understand is that Executive coaching is quite unlike any other method used for imparting knowledge and training. It is based on a one on one approach with the trainee and understanding the current industry standing as well as their future career objectives. · The executive coaches are responsible for enhancing the helping clients learn in a comprehensive manner, improve their overall performance and enhance their lifestyle. To attain these goals the coaches are expected to carry out extensive conversation with the clients during which the point of discussion is chosen by the clients themselves while the coaches play the role of a listener and observer raising positive queries. · The primary objective of the executive coaches is to help their clients reach their set goals by inspiring them to develop progressive intentions and make choices and perform actions that will help them in the process of realizing their objectives. The coaches need to help the clients in identifying their strengths, problems and possibilities and find and implement solutions to resolve the same. · Executive coaching is believed to produce longer lasting effects as it enhances the ability of self-learning among clients. This motivates the clients to acquire new skills in a more proficient manner, which in turn enhances their career as well as personal growth. · One of the major responsibilities of executive coaches is to help in uncovering the expertise of their clients through subtle inquiries, creating curiosity and offering gentle challenges. At the same time the coaches need to be aware of the physical, emotional, cognitive and spiritual condition of their clients to ensure that they do not stretch them too far. An effective board of advisors is a powerful asset that can shape organizational thinking and make a huge difference when companies need objective advice, to gauge future trends and seek new strategic positions. Advisory boards can be general in scope or targeted to specific markets, industries or issues.
Especially in the case of MNCs, with complex business as well as difficult policy and regulatory challenges, advisory boards with experience of the local market, can not only help think through these issues, but also provide access to policymakers and policy influencers. Advisory boards can also add value to localizing the business model – products to be introduced; pricing strategy; product adaptations for the local markets; and help MNCs find the right balance between being ‘mindlessly global and helplessly local’. Dependable Advisory Boards can provide tremendous confidence to CEOs and senior leaders at company headquarters, being an extra set of eyes and ears on the ground, providing a crucial perspective on opportunities, risks and challenges. However, the effectiveness of an Advisory Board depends on a few critical factors like the objective of its formation, the composition, correct financial compensation as well as the commitment of the CEO and senior leaders on spending dedicated time with the board. Top executive search firms in India, like Cornerstone India, specialising in HR advisory services, can help organizations meet the three critical criteria (outlined above) for organizations interested in mining the benefits of effective advisory boards. It is not always important to stock the board with heavyweight profiles, rather the members should be chosen on the basis of their particular expertise and fit to the organization. An important aspect of choosing an Advisory Board is financial compensation, as this is a delicate matter. While the financial compensation needs to be adequate, it should not be perceived as being too high and inappropriate. Executive search consultants in India, with experience of board consulting services, can be the right and effective conduit to design the right financial compensation model for any Advisory Board. In addition, while Advisory Boards are strictly independent advisories, the discipline of a statutory board must be brought into play to ensure value addition to the business from such an HR investment. As they represent a significant commitment of time and energy, a good advisory board can be extremely valuable, if chosen well with the top executive search firms in India. While MNCs can definitely benefit from the expertise of a local Advisory Board, even Indian companies can use them effectively to grow market share and develop business. At Cornerstone India, qualified talent turns to us to place them in various Advisory Board capacities. As one of the firms specialising in leadership hiring, our consultants are well equipped to meet the challenges of selecting talent that can complement and provide substantial advice to the leadership team, keeping in mind the broader interests of the company and its shareholders. |
AuthorCornerstone India is a leading player in CXO Search, Board Search for Independent Directors and Leadership Advisory services. Archives
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