Tag: Executive Search

Developing your personal brand

Branding is not only for companies. In today’s world, experts having a personal brand is expected. A personal brand helps to communicate your unique identity and value, build trust and establish a reputation. Developed well, your personal brand will show your employers whether or not you are the right fit for the role.

When you create a powerful personal brand you can easily reach new connections or contracts. Being known in the market for your value gets you more opportunities more easily. A powerful personal brand can not be created without a strategy. Thus, only by having a brand that sells you means that your strategy was successful, We know there are certain blockers that might discourage you such as lack of time or the thought that you are already an expert and whoever needs your skills and expertise does know how to find you.

However, we can assure you that on long-term the time spend now saves your time in the future as you will reach professional opportunities faster and with higher benefits. Regarding the awareness on the market, you might be the best one out there but imagine someone with a lower expertise but better personal brand gets the contract before you. Don’t let that happen. Start today!

 

Start your personal brand roadmap today following these 3 easy steps:

First, conceive your brand: focus and accurately define your area of expertise, where you’d like to evolve over time, who is your audience and future target list. Be authentic in identifying your strengths. Say what you have to offer and how you distinguish by others on the market. Your personal brand is not only a contemplation of who you are today, but a roadmap of what you want to achieve.

Second, start building your impact, choosing your communication channels and growing your professional circle. We recommend joining your industry’s professional associations or groups, participating to forums and conferences, get certificates or prizes, keep a blog or personal website, etc. Third, consolidation! Permanent strenghtening of your image. The most effective way of building a strong image is by making a habit of building it.

Once you start applying your strategy, results will start appearing little by little. At some point, people will begin asking for your expertise based on your reputation alone. Imagine what a boost of confidence!

“If your audience isn’t listening, it’s not their fault. It’s yours.” – Seth Godin

Ana Ber – Managing Partner InterSearch Romania

Pendl & Piswanger – InterSearch Romania is a leading company in executive search, management consulting and interim placement, positioned amongst the top 5 local consultancies in Romania. Operates on the Romanian market since 1997, offering full HR consultancy services with a focus on Executive Search for local, regional and international assignments and related services such Assessments and Talent pool development Centers. Please visit http://ro.intersearch.org

 

Develop, Executive Search, Personal brand

Charles Aris Inc. promotes Ashlee Wagner to vice president

 

GRAshlee WagnerEENSBORO, N.C. – Executive search firm Charles Aris Inc. has promoted Ashlee Wagner from senior practice leader to vice president. Wagner is an integral part of the company’s Strategy & Corporate Development recruiting team and leads the firm’s Financial Services practice across banking, insurance, wealth management, credit card, payments and fintech clients.

“I wholeheartedly appreciate the support and guidance that the firm has given me over the past six years – and particularly now during this exciting yet unique moment in time and in my career,” said Wagner, who joined the Greensboro-based company as an associate recruiter nearly six years ago.

Fellow Charles Aris vice president Jill Jitima, who helped open the door to a recruiting career for Wagner in 2014, has been impressed with Wagner’s work ethic since day one.

“One of our firm’s 22 Principles is ‘We earn our seats every day.’ Ashlee truly leads by example on this,” Jitima said.

The Charles Aris 22 Principles serve as the compass of the company’s culture, and Wagner’s focused mindset and willingness to buy into that organizational ethos have been critical elements in her success.

Wagner not only helped lead the way within Charles Aris but within the community as well, teaming up with colleagues to help propel the firm’s Community Enrichment initiatives. Together, Wagner and Charles Aris teammates assist Piedmont Triad nonprofit organizations such as Junior Achievement and BackPack Beginnings, frequently volunteering to teach schoolchildren with the former and annually sponsoring the latter’s Kirkwood 5K event to raise funds and food for students in need.

Given the impact of the global pandemic, this year’s Kirkwood 5K has given way to a new BackPack Beginnings food-and-fund-raiser called “Bust the Bus with Us!”

“Ashlee demonstrates an array of competencies that make her a star,” said Charles Aris CEO Chad Oakley. “She works incredibly hard, she is constantly innovating and she strives for perfection in everything she does. The Charles Aris leadership team is excited to promote Ashlee Wagner to vice president.”

To learn more about the Charles Aris Financial Services recruiting practice, contact Ashlee Wagner at 336-378-1818, extension 9142, or ashlee.wagner@charlesaris.com.

by Cameron Warren

Marketing Intern at Charles Aris Inc.

charles aris, Executive Search, InterSearch, vice president

From contact center to experience center

EMBRACING CUSTOMER FIRST MINDSET

While competition continues to rise, companies have to adapt and embrace a new mindset. The goal is to go beyond customers’ expectations and lead to true commitment by improving organization’s ability to offer white-glove services to all customers. As technology advances at a never seen before speed, change becomes a certainty which shapes the character of work at all levels.

Contact center, Executive Search, Experience center

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Four Ways to Address Diversity & Inclusion in the Workplace

Suzanne Clark of Four Corners Group was recently invited to speak at the University of Toronto Professional Graduate Student Caucus’ Panel Discussion on Inequalities in the Workplace and weighs in on systemic inequalities and the four steps leaders can take to influence positive change.

Executive Search, Four Corners Group

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Why Leaders Must Inspire Learning

“When the effective leader is finished with his work, the people say it happened naturally.” – Lao Tzu
Leaders want their teams to not only learn about the resources available to them, (technology, human capital – connections and networks, legislations, internal and external policies) but significantly, how to harness and use resources around them for the advancement and achievement of organisational goals. The ability to inspire teams should be one that comes naturally to a leader and if not, must be learned. Leadership must be inspirational, provoking learning because not only does the team learn, but the organisation progresses in ways that puts it a step ahead of the competition.

It is well to foster a knowledge based organisation, however, in a constantly changing environment, leaders must ensure that learning is targeted and relevant to stated objectives and helps the organisation along in its developmental or growth phases. It is important to note that an organisation’s future success depends on identifying and developing the next generation of its leaders. Managers are not only leading their units and departments, but are also nurturing the future leadership of the organisation.

Stages of Organisational Development and Control System

Considering the organisational growth above, it is important for organisations to target individuals for leadership positions who are not only academically qualified, but have proven track record of leadership in the current and developmental projections of the organisation.

Is a delegator most relevant at the initial phase? This for most start-ups is one of experiments, trials, iterations and creativity. A hands-on approach is vital in this phase, not only because of the need for the business idea and project to take root, but the need to safeguard initial investments is crucial at this stage. This is the phase that requires a nurturing of the business idea by the creator. Delegation may not be the core need of leadership at this phase.

As the organisation develops, number of employees grows, markets and customer base expand, the leadership needs change and it is the responsibility of management to ensure that line managers, middle management and executives are able to lead and steer the organisation in tandem with its phase and prevailing external socio-economic circumstances as well as internal organisational culture.

Why Leaders Must Inspire Learning

Ideas and propositions are not only products in today’s economy, but they are the bedrock upon which goods and services are created, leaders are not just saddled with the ultimate goal of testing and learning about them, they have the vital responsibility of deciding how the organisation is going to make progress in terms of creating a value proposition and business model that works and is geared toward achieving set goals.

Management must determine the specific leadership skills and behaviours needed to effectively implement and achieve the company’s strategy. Be it in the planning and execution of a merger, penetrating new global markets, increasing sales operations, introducing and implementing the use of technology in public services or delayering the corporate structure, the importance of time spent thinking through skills requirements to successfully execute identified initiative cannot be overemphasised.

The growing role of technologies such as the Internet of Things, blockchain, artificial intelligence and machine learning algorithms are bringing decision-makers to cross-roads.  This is true for both private and public sectors. To effectively respond to the demands of the 21st century, leaders in governments especially need to be agile and adaptable to seize the opportunities provided by digital transformation. They have to possess the ability to quickly choose between the different alternatives available, most times with inadequate information and high degrees of uncertainty, combined with public structures that are often bureaucratic, risk-adverse and hierarchical.

Identifying and employing top executives and leaders who recognise the significant and often dynamic role of technology and globalisation in today’s socio-economic environment is key to achieving organisational goals. A major requirement for the success of implementing any strategic objective in all sectors is the ability of leaders to inspire and encourage learning.

Responding to questions on leadership and how we target potential candidates for top management positions both in the public and private sectors, Duncan Gruselle who leads the Health Care and Public-Sector practice group at InterSearch Ireland responded that:

“targeting a global talent pool of relevant candidates is a scratch at the surface of identifying what clients need in their leaders. The ability to filter and target individuals who fit the organisational ambitions of our clients and who through their track records have shown that they can move the organisation along in its strategic journey is key to identifying desirable leadership for our clients. Determining best fit requires much more than having the qualifications, but showing an ability to align oneself with what the client organisation represents”.

Learning is key to knowledge and knowledge in this instance provides future leaders the opportunity to identify organisations and cultures that they aim to lead. Aspiring to lead must not be considered in isolation- identifying who (team/organisation), where(time/sector/location), what(objectives/goals) and how(style/culture) must form the basis upon which leadership aspirations is planned.

“A leader’s role is to raise people’s aspirations for what they can become and to release their energies so they will try to get there.”  David R. Gergen.

Original Source: Ireland – InterSearch Ireland

 

Executive Search, inspire, InterSearch, leaders, zwhr consulting

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