Podcasts about Heidrick

In this episode, host Dave interviews Graham Kittle, managing partner of Heidrick & Struggles in Australia, discussing the current state of AI technology adoption in the Australian workforce, the importance of preparing future talent for AI roles, and the emerging role of the Chief Artificial Intelligence Officer (CAIO). They explore the skills necessary for aspiring CAIOs and the future landscape of AI in the workplace. AI technology adoption is still in its early stages in Australia.There is a growing need for skilled AI professionals.High school students should focus on STEM subjects to prepare for AI careers.The role of CAIO is expected to become more common in the C-suite.Stakeholder engagement is crucial for CAIOs.Soft skills are as important as technical skills for aspiring CAIOs.Education systems need to adapt to include AI in their curriculum.The future of work will heavily involve AI technologies.Networking and PR skills can benefit those in AI leadership roles.The landscape of AI will continue to evolve towards 2030 and beyond.

In this special episode of The Heidrick & Struggles Leadership Podcast, Heidrick & Struggles' Adam Pacifico sits down with Dr. Regis Chasse, who leads leadership development solutions initiatives for Heidrick Consulting. Adam and Regis discuss the five imperatives Heidrick has identified through which leaders can focus their capabilities and, over time, become what we call connecting leaders. These imperatives are: envision the future, deliver today, act with purpose and courage, harness the power of others, orchestrate ecosystems, and cultivate a learning mindset. For more on the connecting leader, see “The connecting leader: Five imperatives for leaders today.” Hosted on Acast. See acast.com/privacy for more information.

Folge 194: Zurück mit einer neuen Folge zu ‚Staffing-Fakten & Flurfunk‘. Ich tauche mit André tiefer in die aktuelle Marktlage der Recruiting-Branche ein, beleuchten nicht nur Zahlen, sondern auch den 'Flurfunk'. Es ist eine spannende Zeit, und wir diskutieren die Auswirkungen der Konjunktur, vergleichen den deutschen und englischen Markt und geben Einblicke in Entwicklungen bei großen Playern wie Nigel Frank, Randstad und Hellion. Trotz Herausforderungen gibt es positive Entwicklungen, die wir beleuchten, z.B. in Finance, Unternehmensberatung und Executive Search. Wir diskutieren über Anpassungsfähigkeit, Innovationsgeist, das NED-Modell und was bei Xing passiert. Natürlich sprechen wir auch offen über das Feedback, das wir erhalten haben, und arbeiten an der Qualität unserer Analyse. Heidrick & Struggles Link: https://tinyurl.com/5fsw6rp3 Mehr zu Thomas André Sola: https://www.linkedin.com/in/thomasandresola/ Mehr zu mir als Person: https://simonestraub.com/

Steven starts the 3rd Hour off by talking Chiefs and NFL with Matt Derrick of chiefsdigest.com. The guys talk about the latest Free Agency news around the league and the new signings for the Chiefs. Then they preview the Big 12 Tournament and the Kansas State vs Baylor match up today with former Wildcat Basketball player Jay Heidrick. See omnystudio.com/listener for privacy information.

Welcome to the show! Today, we have an exceptional guest, Dr. Bonnie Wilson, a dynamic leader in executive coaching and leadership development. She is the CEO of Xceeding the Mark Executive Coaching & Consulting, where she helps emerging healthcare and tech executives move from succession-ready to succession-selected.With over two decades of experience, Bonnie has held executive roles in healthcare, served as a trusted advisor for leaders at top organizations, and currently coaches executives through Velocity Advisory Group, Heidrick & Struggles, BetterUp, and Waldron CPI. She's a sought-after expert in Diversity, Equity, Inclusion, and Belonging (DEIB), leadership development, and career acceleration.Beyond her professional success, Bonnie is passionate about helping tech leaders get promoted without sacrificing their health, sanity, or family life. Her no-nonsense yet humorous approach has helped countless executives rise through the ranks faster than the industry standard—often with salary increases beyond expectations.1:40 - Handling Emergencies as a Leader13:21 - Skill vs. Will – Identifying Leadership Potential19:18 - Empowering Your Team for Greater Success 22:00 - Misconceptions About Women in Tech & Leadership32:00 - Approaching Mentorship & Paying It Forward45:00 - Family, Leadership, & Finding Balance✉️ Connect with Dr. Bonnie on LinkedIn: https://www.linkedin.com/in/drbonniewilson/

For this interview, Heidrick & Struggles' Sherree Kendall sat down with Emma Delaney, executive vice president at BP, to discuss balancing growth and sustainability. Delaney, who has exposure and experience in both the upstream and the downstream verticals, shares how that has influenced her approach to leadership, emphasizing the importance of the strength and power of the team. She also talks about balancing being impactful as well as approachable and shares what skills and capabilities she believes business leaders will need to deploy in order to successfully lead an organization in the future. Hosted on Acast. See acast.com/privacy for more information.

Heidrick & Struggles launched a parental leave task force to better understand the challenges and roadblocks employees were facing throughout the parental leave experience: it was significantly impacting retention and development across the firm. Hear how the task force's findings led them to launch a parental leave support partnership with Parentaly.Connect with us on LinkedIn: Parentaly | Allison Whalen | Jenna VassalloLearn more about our parental leave programs: How We Help | Contact UsKeep in touch with Parentaly: Podcast newsletter | Monthly newsletter

In this next episode of the Heidrick & Struggles Leadership Podcast, Heidrick & Struggles' Sean McLean speaks to Theresa Roessel, the CFO of Canada Diagnostic Centres, about her 30-year career journey in finance. Theresa has led large global teams through strategic, collaborative leadership and proactive approaches to complex business issues. She has worked as CFO at the Calgary Zoo, as well as with CNOOC International. She also has served on the board of the Canadian Red Cross, among many others.In this conversation, Theresa shares her journey and discusses the leadership capabilities that have helped her succeed and navigate change, as well as how the finance function is adapting to evolving AI tools and capabilities, how her board experience has impacted how she approaches her executive mandates, and what organizations can do to build a more gender-diverse finance function. Hosted on Acast. See acast.com/privacy for more information.

In this next episode of The Heidrick & Struggles Leadership Podcast, Heidrick & Struggles' Jarrad Roeder and Jennifer Streitwieser speak to Clint Grimes, the chief procurement officer at Capital One. Grimes shares his perspective on how the role of procurement is evolving and the implications that evolution has for the skills and capabilities needed by procurement leaders and professionals. He also shares his insights on the role of culture in broader strategic shifts and how leaders can build and maintain a healthy, high-performance organizational culture. Hosted on Acast. See acast.com/privacy for more information.

Email comments or guest ideas (to reply, include your email address)Korn Ferry's Seth Peterson reveals how AI and in-house recruitment are revolutionizing executive search in Asia's energy transition sector. Despite the current market slowdown in China, demand for ESG and sustainability talent in Asia Pacific is quite strong. Corporate culture and purpose emerge as key differentiators in attracting top executives. Seth forecasts AI expertise and data science becoming critical skills, while emphasizing that traditional career-building remains fundamental. His insights highlight the dual challenge companies face: embracing technological innovation while maintaining strong organizational values to secure future talent.ABOUTH SETH: Seth brings more than 25 years of corporate and consulting experience. He leads teams to bring Korn Ferry's Solutions to clients across the Asia Pacific region. He also executes Executive Searches at the Board, C-Suite and Functional leadership levels across key Industry sectors, working for both Private Equity portfolio businesses and regional conglomerates as well as western multinationals. Seth is fluent in Mandarin Chinese and has been based in Greater China for the majority of his thirty-year career. Prior to joining Korn Ferry in 2018 he spent over seven years as a Partner at Heidrick & Struggles in Hong Kong. In his earlier career he worked in strategic planning, business development, and general management with multinational businesses in the region. He was Vice President, General Manager, in charge of Asia Operations for a Business Unit of Hong Kong-listed Techtronic Industries; and earlier worked for Emerson Electric for several years, where he held several Business Development and P&L responsibilities for various businesses across Asia Pacific and served as a corporate planner at the U.S. headquarters for two years. He began his career in Hong Kong and Shanghai in the early 1990s as a Management Consultant where he was involved in the development of China market strategies for a number of leading corporations. Seth earned an MBA from Washington University's Olin School of Business in St. Louis and a bachelor's degree in Chinese Studies and International Relations from Grinnell College. He previously chaired the board of AFS Intercultural Programs, Hong Kong, and served on the board and Executive Committee of the American Chamber of Commerce in Hong Kong. FEEDBACK: Email Host | HOST, PRODUCTION, ARTWORK: Joseph Jacobelli | MUSIC: Ep0-29 The Open Goldberg Variations, Kimiko Ishizaka Ep30-50 Orchestra Gli Armonici – Tomaso Albinoni, Op.07, Concerto 04 per archi in Sol - III. Allegro. | Ep51 – Brandenburg Concerto No. 4 in G, Movement I (Allegro), BWV 1049 Kevin MacLeod. Licensed under Creative Commons: By Attribution 4.0 License

In between ongoing technological developments, new expectations from leaders, and lurking challenges, 2025 is promising to be a big year for HR teams. But how will the average HR leadership role change in the year ahead?For this episode, we grab the crystal ball and share our top predictions on how roles like Chief People Officer and more are changing as expectations broaden and tech makes new things possible. Vanessa Brulotte speaks with Brandon Welch, Head of Talent Acquisition at BambooHR, and Brad Warga, Partner at Heidrick & Struggles, to hear their takes on the top challenges facing HR professionals this year.We look at what CEOs want from CPOs today, the current state of AI implementation in HR, how HR teams can plan out a training roadmap for leaders, and much more. Key moments:Why shortage of HR talent remains a top challenge How the average role of Chief People Officer has changed Why a good balance of hard and soft skills are needed more than ever The current state of AI implementation in HRHow HR teams of one can get ahead in 2025The biggest challenge facing HR leaders today Attributes that companies need from HR professionalsAdvice for HR professionals in 2025Why training remains the biggest asset to a team like HRWhy employee wellness initiatives are still a major focus for companies in 2025Key links:Subscribe to HR Unplugged Series: https://www.bamboohr.com/resources/podcasts/hr-unplugged/Join HR Heroes Slack Community:https://join.slack.com/t/hrheroesworkspace/shared_invite/zt-21ad3f1r8-dkWC2EdmyhxUAHw9cGLdQwBamboo HR Homepage: https://www.bamboohr.com/

Raul and Dustin are joined by friend of the pod, Rick Heidrick, to dissect the season so far. Topics discussed include: Duke's two early season losses being part of the learning process The maturity and poise Duke showed in later wins vs. Auburn and Louisville The elite defense and evolving offense Duke's strong statistical indicators Then they turn their attention to Duke's dominating 82-56 road win over Georgia Tech. Topics covered include: The lull at the end of the 1st half after a strong start that allowed GT to cut the lead to five The response to start the 2nd half Khaman Maluach's increased playing time and impact Kon Knueppel's strong showing as a pick-and-roll ballhandler Whether Knueppel can solve Duke's question marks at point guard The value of Isaiah Evans' energy and shooting off the bench Caleb Foster's role going forward How Duke can generate more free throws and scoring at the rim Lastly, they look ahead to Virginia Tech before talking about various miscellaneous college basketball topics including UNC's struggles and the uncertainties of portal recruiting. You can follow Rick at rheidrick24 on Twitter. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

In this episode of The Heidrick & Struggles Leadership Podcast, Heidrick & Struggles' Adam Howe sits down with Shawn Bushouse. Throughout his career, Shawn has spent time on multiples sides of large and small businesses, from start-ups shipping their first order to global enterprises with market value nearing $300 billion. He has led teams of varying sizes, both scaled and sold companies as well as purchased businesses, and led venture capital and private equity–backed businesses. In this interview, Shawn shares his biggest lessons on being an effective executive in both start-up environments and inside a corporate, what the biggest differences and similarities in these environments are, and how he's adapted his own personal leadership style as he transitions between the two different types of organizations. He also discusses some of the culture trends he's seen in start-ups transitioning into larger, more established organizations. Hosted on Acast. See acast.com/privacy for more information.

Tom Monahan took on the role of CEO of Heidrick & Struggles in 2024. He came to Heidrick & Struggles with a decades-long career of building and leading innovative technology, data, and services companies and as a long-time Heidrick & Struggles client.Most recently, Tom was president and CEO of DeVry University, where he led the university to digital innovation, sustained growth, outstanding student success metrics, and financial strength as a newly independent institution.Tom is passionate about people and the role that leadership has to create a world better led. Tom explains to me that the right people, in the right role leading in the right way is the single most important driver for high performing organisations. Tom's decision to take up the CEO role of Heidrick & Struggles was based on the ability of H&S to really make a difference for organisations in finding the right leaders and to co-create great performance on an individual and collective basis. Tom describes leaders are Magpies, building their nests out of anything they can find within themselves and in their surroundings based on insatiable curiosity and a beginners mindset.I ask Tom about his parents and family background as I search for clues into his focus and success. His answer will surprise you.Tom tells me that in his role as CEO he is the steward of the business and the people are the only thing that won't be worth less from the day they begin working in the organisation. Each and every day a person grows, learns and experiences in a way that builds the sum of the parts. It is the human capital that is the most precious resource of any business.One of Tom's primary strengths is his ability to frame a problem or issue in order to create focus as opposed to always having an answer. 'Fast Starts matter' Tom explains, so getting quick insight is paramount for any leader and organisation in gathering the collective intelligence to focus on the issue or problem and resolve it.Leading experts has always been a leadership challenge and Tom tells me that he is expert in the way we used to do things and not how we should do things so he has to get out of the way of his people and allow them to operate in a way that they know is best.As CEO Tom is focused on creating an environment where the best people come to do their best work. Tom also understands that any new CEO must be 'courageously humble' as he tries to understand the business that he is taking over, the people that he leads and the culture that he initially inherits. The most dangerous thing a CEO can do, is be a focus group of one.Tom is an introvert by nature so the very social and public facing element of the role is a constant challenge for him and he fondly remembers the advice from an inebriated aunt that if something is worth doing, it is worth overdoing.www,hedrick.com Hosted on Acast. See acast.com/privacy for more information.

Matt Carter, CEO of Intrado, the Stonepeak-backed provider of 9-1-1 critical infrastructure and technology solutions, and a board member at both JLL and NRG Energy, sits down with Heidrick & Struggles' Jessica Gentile and Francesca “Chessy” Michel, to discuss his approach to building high-performance teams, the particular leadership skills or capabilities that are most important, and creating strong organizational cultures and driving followership. He also shares how his experience as CEO of both public- and private equity–backed companies as well as a board member shapes his thinking, and discusses the trends he foresees in the digital infrastructure sector and how he thinks teams should prepare to stay ahead of challenges. Hosted on Acast. See acast.com/privacy for more information.

In this special feature, three of our Heidrick & Struggles colleagues—Kathryn Bardi, Christina Cary, and Sean McLean—sit down to talk about neurodiversity: what it is and what it means for leaders, particularly CHROs and chief people officers, looking to make their organizations more inclusive. The three offer their advice to a leader or manager who wants to make a positive difference but isn't quite sure where to start; discuss what it takes to create a workplace that accommodates neurodiversity; and share their thoughts on how leaders should think about remote work when it comes to our neurodivergent colleagues. Hosted on Acast. See acast.com/privacy for more information.

A recent study from Bitget Research found that countries in the Middle East saw a 166% increase year-on-year in daily crypto traders in 2024 alone, with the UAE clearly emerging as one of the fastest-growing markets for cryptocurrency adoption worldwide. Ben Grolimund, the general manager of the UAE at Rain, the first fully regulated virtual assets brokerage and custodian in the Abu Dhabi global markets, sits down with Heidrick & Struggles' Mikhail Kozlovskiy and Guy Shaul to talk about what's been driving the Middle East crypto landscape, how he is adapting his business strategy and leadership style in response, and his view on the depth of talent in that area. Hosted on Acast. See acast.com/privacy for more information.

Ujjwal Kumar, group president of Teradyne Robotics, sits down with Heidrick & Struggles' Jerry Gorss to discuss the changing status quo of the industrial robotics sector and manufacturing generally. Kumar shares his outlook on how the next 12 months will impact the industry, particularly its leadership needs. He also shares what he believes are the key characteristics a successful robotics and automation leader of the future must have, how he thinks about the balance on his teams between specific areas of expertise versus general all-around performers, and how AI and software expertise affects his overall talent strategy. Hosted on Acast. See acast.com/privacy for more information.

José Perdomo Lorenzo, chief strategy officer of Deutsche Telekom Group, sits down with Heidrick & Struggles' Lukasz Kiniewicz to discuss Lorenzo's primary strategic goals for Deutsche Telekom Group over the next five years, particularly in the context of fiber optic network expansion. Lorenzo also shares how he thinks about balancing AI with data privacy concerns, the role ESG concerns are playing in Deutsche Telekom's overall strategic plan, what he feels leaders in the field need to be aware of right now, and more. Hosted on Acast. See acast.com/privacy for more information.

A new survey indicates that companies are looking to train internal employees for key AI skills. Gustavo Alba, global managing partner of Technology & Service practice at Heidrick & Struggles, chats with Keith about ways that companies can help employees get better at learning critical generative AI skills.

Avik Dey, the CEO of Capital Power, sits down with Heidrick & Struggles' Sean McLean to discuss Dey's journey leading the company in its growth and expansion plans across Canada and the United States as well as accelerating its current strategic drive to net zero. Dey, who has seen the energy industry from multiple viewpoints, including in board, executive, operational, investing, and senior advisory roles, shares what he thinks are Canadian leaders' areas of expertise as well as areas of growth, and offers advice for other Canadian leaders looking to compete internationally for the best talent against that backdrop. Finally, he discusses how he and his team prioritize where to focus, what to learn, and which expertise to bring onto the team regarding the drive to net zero. Hosted on Acast. See acast.com/privacy for more information.

In this next episode of The Heidrick & Struggles Leadership Podcast, Heidrick & Struggles' Charlie Moore speaks to Kabir Nath, the CEO of Compass Pathways. Compass Pathways is a company dedicated to studying investigational psilocybin treatment in treatment-resistant depression, post-traumatic stress disorder, and anorexia. Kabir Nath, whose career has spanned approximately 30 years in the biopharmaceutical and medical device industry, was previously the senior managing director of the global pharmaceutical company Otsuka Pharmaceuticals. In this conversation, Nath shares what attracted him to the biotech space and what it's like to take over the helm of a company from founders, and how he's collaborated with them during the transition. He also discusses his perspective on healthcare accessibility, evolving an organizational culture as the business grows, what new skill sets or capabilities he is looking for in talent, and how he manages investor relations. Finally, he shares how he is preparing the leadership team for the organization's continued transformation over the next few years. Hosted on Acast. See acast.com/privacy for more information.

In this next episode of The Heidrick & Struggles Leadership Podcast, Heidrick & Struggles' Lee Hanson speaks to Cynthia Lo Bessette, the head of Fidelity Digital Asset Management, about her journey from starting as a young lawyer to leading digital asset investments and solutions at Fidelity. Lo Bessette shares the skills and capabilities that helped her make the transition, as well as her insights into people management, building and managing diverse teams and fostering innovation and engagement. Finally, she shares her advice to other legal leaders who might have aspirations to move into a business role Hosted on Acast. See acast.com/privacy for more information.

Stephen (Steve) Wyatt is the Professor of Leadership at the University of Bath as well as the founder and lead consultant at Corporate Rebirth.   He is author of four books, the two most recent being 'Antidote to the Crisis of Leadership' (April 2024, Degruyter) and 'Management & Leadership in the 4th Industrial Revolution' (Nov. 2020, Kogan Page).    His perspective on leadership whilst refined through rigorous research is also informed by his direct personal experiences.   Prof. Steve previously lived in Asia leading, founding and building several enterprises as well as advising governments and companies through his roles as Regional Managing Partner at Monitor (Deloitte) and at Heidrick & Struggles (Leadership Consulting).   Notable in his national policy work has been revitalisation, growth and navigating significant unfolding changes in sectors including HealthCare, Tourism, Retail and Media. His corporate work has mainly focused on transformation to thrive in the dynamic 4th Industrial Revolution and managing international growth and complexity.   His most recognised personal venture is the introduction of the sport of polo to mainland China (taking the ‘Sport of Kings to Communist China'), where he founded the legendary Nine-Dragons Hill Polo Club and inaugurated the Gold Cup international polo tournament under the umbrella of the International Federation of Polo.   Prof. Steve's approach is to partner with leadership teams in a process that holistically reimagines complex systems such that they are future-fit; embracing multiple stakeholders with divergent perspectives to create break-through insights and ideas and then to navigate adaptive change journeys whilst building the capacity and expectation of ongoing evolution.   Steve currently lives in Bath whilst continuing to provide consulting support globally.   His two most recent books are available from Amazon. In this episode you will hear:   00:00:00 Intro 00:08:15 the tapestry of leadership 00:13:10 the crisis of leadership 00:24:18 leading with values 00:29:21 bringing Polo to China 00:34:45 corporate leadership support 00:47:43 leadership mindset axioms 00:59:02 the war for talent is over and nobody won 01:03:26 Prof. Stephen's Heartprint   Those with ears, let them hear.   Always love Ryan     Connect with Prof. Stephen   Website: https://www.corporaterebirth.com/ LinkedIn: https://www.linkedin.com/in/stephen-steve-wyatt-b81521/ Connect with Always Better than Yesterday   Website: https://abty.co.uk/ Instagram: https://www.instagram.com/alwaysbetterthanyesterdayuk/ LinkedIn: https://www.linkedin.com/company/abty/ Facebook Community: https://www.facebook.com/groups/weareabty Join our mail list here for exclusive content here: https://abty.co.uk/contact     Sign up for our coaching here: https://abty.co.uk/coaching Thank you to our supporters Exhale Healthy Coffee.   Exhale is the first coffee to be sourced, roasted and lab tested specifically to maximise its antioxidant and anti-inflammatory potency.   An independent lab test showed one cup of Exhale coffee has the same antioxidant power as 1.8kg of blueberries or 55 oranges!   Get £10 off your first bag when you visit https://exhalecoffee.com/abty   Please email your questions and comments to podcast@abty.co.uk   #Leadership #LeadershipCrisis #ProfStephenWyatt

In this next episode of The Heidrick & Struggles Leadership Podcast, Heidrick & Struggles' Carlos Gómez-Arnau speaks to Inaki Berenguer, managing partner at LifeX Ventures, a global fund investing at the intersection of AI and science, and the co-founder and former CEO of CoverWallet, an insurance tech start-up. Berenguer discusses the leadership challenges he's encountered managing a fund focused on AI and science, highlighting the importance of competitive salaries and growth opportunities to retain top tech talent as well as the significant impact of AI on healthcare. He also explores the implications of AI on career longevity and productivity and how leaders should balance scientific innovation with business scalability. Hosted on Acast. See acast.com/privacy for more information.

Dale Jones is the Chief Executive Officer of Magna Vista Partners, a leadership advisory firm helping leaders think through business strategy, board issues, corporate governance and human capital. He serves as a trusted advisor to CEOs and leaders. Formerly CEO of The Diversified Search Group and previously Vice Chair of Heidrick & Struggles, Jones focused on finding and attracting CEO and board-level talent for clients seeking authentic leadership — and capacity to lead. He is particularly adept at identifying those with heartfelt desire to serve others combined with “competencies in context” that are often difficult to find. Dale is a current corporate board member for Rollins, Inc. (NYSE: ROL), Trilith Film Studios — one of the largest purpose-built movie studios in North America — Chick-fil-A, and Outset Medical. In the past, he has served on corporate boards for Northwestern Mutual Corp., Hughes Supply, and Kohl's Corporation. He additionally serves other not-for-profit roles with Morehouse College (emeritus trustee), The Special Olympics (current), the Andrew Young Foundation (current) and the Salvation Army's national advisory board. He's frequently quoted in the media and contributes regularly as a speaker/instructor at Georgetown University. Since reimagining his calling, Dale has focused his time and energy cultivating the next generation of leaders through public speaking, board service and philanthropy. Dale and his wife Yolanda make their home in both Atlanta Georgia and Washington DC. They have two adult children attending graduate schools in Providence R.I. and NYC.

In this next episode of The Heidrick & Struggles Leadership Podcast, Heidrick & Struggles' Christina Cary speaks to Mita Mallick, the head of inclusion, equity, and impact at Carta, a California-based software company that provides ownership and equity management. In this conversation, Mallick, who has also had a long career as a multicultural marketer in the beauty and consumer goods space, discusses her new book, Reimagine Inclusion: Debunking 13 Myths to Transform Your Workplace. She explains how leaders can develop an understanding of inclusion by reflecting on what it feels like to be excluded, the importance of sponsorship, how companies' commitments to diversity, equity, and inclusion are evolving, and how leaders should think about inclusion in a hybrid world. Hosted on Acast. See acast.com/privacy for more information.

In this episode of Tech Talks Daily, we delve into the seismic shifts AI adoption is bringing to the technology landscape with Sam Burman, a partner at Heidrick & Struggles. As AI continues to revolutionize industries, it's not just transforming business operations but also the very fabric of leadership and career progression in the tech world. Sam Burman brings his extensive expertise to the table, shedding light on how the rapid integration of AI is altering the traditional career ladder. With companies entering an AI recruitment arms race, traditional career progression models are becoming obsolete. We explore how tech giants are now seeking and cultivating talent directly from top universities, propelling fresh graduates into high-level roles right from the start. This trend is reshaping the future of leadership teams and creating unprecedented opportunities and challenges.   Moreover, Sam discusses modern leaders' crucial qualities to navigate this new era. Emotional intelligence, storytelling skills, and fostering trust and transparency around AI are now indispensable. We'll also touch on the latest findings from Heidrick & Struggles' survey of 201 executives in Europe and the US, revealing the current state and future direction of AI and data analytics in leadership roles. Sam will provides reassuring guidance on how businesses can embark on their AI journey with focused use cases, assuring them that it's a step-by-step process rather than a daunting overhaul of entire leadership structures. Are we ready for a future where AI dictates the rhythm of career advancements and leadership structures? How can businesses ensure they effectively and responsibly integrate AI into their operations? Join us for this thought-provoking discussion and share your thoughts on how AI transforms the workplace. For insights and information, visit Heidrick & Struggles online and connect with Sam and his team.

In this next episode of The Heidrick & Struggles Leadership Podcast, Heidrick & Struggles' Dr. Laryssa Topolnytsky speaks to Dr. Ardeshir Mehran, a psychologist, behavioral researcher, business leader, leadership coach, and founder of the Human Work Studio, about mental health and well-being at the leadership level. In the conversation, Dr. Mehran explores some of the science around the links between emotional well-being and peak performance as well as the neuroscience for feeling better, living better, and leading better. Hosted on Acast. See acast.com/privacy for more information.

In this next episode of The Heidrick & Struggles Leadership Podcast, Heidrick & Struggles' Federico Guerreschi speaks to José Pedro Almeida, a top health AI and chief AI strategist and advisory board member at Intelligence Ventures, an emerging venture capital firm dedicated to cultivating innovation at the intersection of artificial intelligence and healthcare within the United States. In this interview, Almeida discusses the potential of generative AI and its impact on businesses and healthcare organizations worldwide, explaining how AI-driven digital workforce models can revolutionize patient care and operational efficiency. He also emphasizes the importance of collaborative efforts among technology companies, healthcare leaders, and stakeholders to navigate the complexities of AI integration. Hosted on Acast. See acast.com/privacy for more information.

In this next episode of The Heidrick & Struggles Leadership Podcast, Heidrick & Struggles' David Hui and Grace Gu speak to Peter Attfield, the former chief talent and learning officer at Jardine Matheson. Attfield shares how the Jardine Group has met the challenges of the last few years, how the company, the group, and the subsidiaries are preparing for the future, and what leadership skills or capabilities the group is focusing on in terms of both development and talent attraction. He also discusses the shifting of both employer and employee expectations, sharing his insights on the most effective way to communicate about those shifting expectations from both sides of the table, and what he sees are typical mindsets, attitudes, or reactions people should work on changing. Finally, Attfield shares the two or three things from a people strategy perspective he believes there needs to be absolute focus on. Hosted on Acast. See acast.com/privacy for more information.

Sane Ngidi is a young female black leader in Africa working with the Bill & Melinda Gates Foundation. This is an episode of two halves, the first focuses on some of the learning Sane has gained in her early corporate life and the second is a story of vulnerability, self reflection and resilience. Sane started corporate life as an industrial psychologist with her initial roles in Durban until she moved to Johannesburg. Sane is thankful for the strong role model of her mother when growing up and being told that you can always pave the way for others and lift those around you. During Sane's Phd she carried out research into perceptions of black African leaders in financial services. A common theme was of leaders not feeling ready or worthy of the role. However they also reported the power of male ally ship which helped them through their careers. Sane describes Africa as a place that lacks diversity but craves diversity in the workplace. Organisations are trying to ensure that they 'see' everyone as they build diversity of thought in their leadership teams. The Employment Equity Act is also a powerful guide for African businesses for the quotas they must fulfil. When Sane initially moved to the Bill & Melinda Gates Foundation in 2021, life changed. In December 2021 Sane's father died suddenly and unexpectedly. She later discovered he knew he was dying but didn't share the news with his family. Whilst still grieving, in February 2022 Sane's aunt fell ill and died, followed in April 2022 her uncle was tragically stabbed and died. Sane realised that the cumulative impact of these losses meant she was not coping and she openly asked for help. She was not able to be her best self and she took a break from work for about 6 weeks. Then in September 2022, Sane's mother passed away. Of all the deaths, her mother's was emotionally peaceful due to a long illness. 2022 fundamentally changed Sane's view of mental health. She told this story in 2023 at the 'Ignite' staff event so people could understand her personal story. She was overwhelmed by the care, love and compassion from others and for their understanding that is OK not to be OK at times in our life. Trauma, grief and mental health can't be seen and Sane realised the need to speak up and be vulnerable in order to get the help she needed. Big thank you to Mark Watt, Partner at Heidrick & Struggles for being my super connector for great guests especially in Africa. Watch & Subscribe:

Cheryl Stokes, the CEO of CNEXT, joined Jamie Flinchbaugh on his podcast "People Solve Problems" to share her insights into corporate education, leadership development, culture change, diversity, equity, inclusion, and belonging. With a rich background that spans over two decades, Cheryl has significantly contributed to these fields through her roles at Heidrick & Struggles and Duke Corporate Education before her current role. Her educational achievements include two Master of Science degrees from MIT and a Bachelor of Science in Electrical Engineering from Kettering University, equipping her with a unique perspective on leadership and organizational effectiveness. In the episode, Cheryl discusses the concept of inclusion, defining it as the intentional creation of an environment where all individuals can contribute productively. She stresses the importance of moving beyond merely assembling diverse groups to ensuring active participation and listening within these groups. She emphasizes that inclusion requires deliberate effort and intentionality to be meaningful and effective. Cheryl elaborates on the concept of inclusive leadership, which she describes as the ability to foster an environment that celebrates and utilizes the diversity of a team. She outlines the traits of an inclusive leader, including humility, self-awareness, curiosity about others, cultural intelligence, the ability to collaborate effectively, and a visible commitment to inclusion. These traits, according to Cheryl, are essential for leaders who aim to unlock the full potential of their teams by creating a culture of belonging and engagement. The conversation also touched on the equation of diversity and inclusion, with Cheryl explaining that while diversity is a fact, inclusion is an act that leads to a sense of belonging, which in turn drives engagement within organizations. This engagement is crucial for achieving lower turnover rates, higher productivity, and overall organizational success. Cheryl's contributions extend beyond her professional work; she is involved in several organizations, including Alpha Kappa Alpha Sorority, Inc., and serves as a trustee with the UK charity Leadership Through Sport and Business, supporting disadvantaged young people. Her commitment to fostering inclusive environments and promoting social mobility is evident in her work and volunteer activities. Listeners of the podcast can learn more about Cheryl Stokes and her work in fostering inclusive leadership and organizational cultures through her company's website, www.c-next.com, and her LinkedIn profile at https://www.linkedin.com/in/cheryl-stokes-0798653/. Her insights provide valuable guidance for anyone looking to enhance their leadership skills and build more inclusive, productive, and engaged teams.

In this next episode of The Heidrick & Struggles Leadership Podcast, Heidrick & Struggles' Will Krents speaks to Dr. Bob Maughon, the executive vice president, sustainability, technology & innovation and chief technology and sustainability officer at SABIC, the global Saudi Arabia–based chemical manufacturing company, to talk about how Maughon has seen the greater chemicals industry evolve over the last five years, particularly in regard to sustainability and digital transformation. He shares what SABIC is currently prioritizing, some big achievements and goals, and also how he is thinking about continuing to build teams to deliver on those goals. Finally, Maughon discusses the benefits of the duality of his sustainability and technology role, and what skills and experiences he believes will be most important for the next generation of sustainability leaders in the chemical industry. Hosted on Acast. See acast.com/privacy for more information.

In this next episode of The Heidrick & Struggles Leadership Podcast, Heidrick & Struggles' Ina Sood speaks to Maggie FitzPatrick, the founder of FitzPatrick & Co and former global chief communications officer and head of public affairs at Johnson & Johnson. FitzPatrick discusses how she has seen the chief communications officer role evolve, particularly given the higher societal expectations for corporations to take a stand on public issues in recent years as well as the growing range of contentious social and geopolitical issues. She shares the leadership capabilities that have been most important to her success navigating these complexities, highlighting the importance of being able to influence others and create followership. She also discusses the blurring of the lines between leadership roles in the communications, marketing, and digital functions, the benefits of having someone on a company board with a communications background, and what skill sets communications leaders should focus on if they are looking to join a board in the future. Hosted on Acast. See acast.com/privacy for more information.

Alice Breeden is Regional Managing Partner CEO & Board practice for Heidrick & Struggles based in London. This episode is based on the recent research completed by Heidrick focused on CEO and Board confidence. Alice highlights that there is so much happening in the world over shorter time periods that no leader has all the answers and every leader must be ever ready for the challenges. CEO and Board positions are a world that only few will occupy. Those who do, will need to operate in an environment of constant change, pressure and expectation. The Confidence research is being tracked quarterly by Heidrick throughout the year  in order to help advise leaders and also stay up to date and relevant as possible. The research findings represents data from almost 3,500 respondents from major organisations and key findings included low confidence in an organisations ability to reach their 2024 goals and low confidence in the longer term succession and leadership planning. The low confidence around reaching goals was predicated on leaders dealing with themes beyond their control combined with strategy being difficult to execute without  constant amendments, This compares with the fact that confidence is high in executive teams so organisations feel they have the right people but the landscape is problematic. The role of the Board has also changed over time, they too have shifted in their capabilities coupled with a deep sense of curiosity to deal with complex topics such as AI, climate and sustainability to name just a few. I also ask Alice about her thoughts on the role of Human Centred Leadership in CEO and Board roles . She explains that those in role understand success will be determined not just by their technical competence but very much by their ability to lead as a human with a deep sense of propose, curiosity, humility. constant learning, adaptability and agility. The Top 4 concerns for CEO's according to the Heidrick research included 1. Economic uncertainty2. Geopolitical volatility 3. Workforce attraction and retention and 4. Shifts in market dynamics. We also talk about culture in this episode as 83% of the companies surveyed are actively working on their culture as it is a key differentiator in the quest for success. To access the research: https://www.heidrick.com/en/insights/board-of-directors/ceo-and-board-confidence-monitor-a-worried-start-to-2024www.heidrick.com/en/people/b/alice_breedenWatch & Subscribe:

Adam Howe is a Partner at Heidrick & Struggles based in their New York office and specialises in helping organisations to proactively kill complexity and promote simplicity. This episode is essential for leaders of any sized business. Adam realised during the delivery of large scale transformation programmes that people were overwhelmed and overloaded and that the idea of taking things away and subtracting tasks would improve productivity. Complexity is a huge issue and has never been higher. Research has found that on average, large publicly traded companies waste 10.2% of their EBITDA and high tend to suffer from low employee engagement ad lack of innovation. The solution for many companies is rooted in good leadership and culture. Heidrick & Struggles research has shown that companies who have high quality cultures drive 90% more revenue growth and 30% more profit growth over 5 years. The vast majority of organisational complexity is actually self generated by peoples decisions and behaviours. Leaders must become complexity conscious and be able to distinguish between good ad bad complexity. Good complexity is where the value of the complexity outweighs the cost and the inverse is true for bad complexity. As the context of an organisation changes, good complexity can become bad complexity so leaders must remain curious and vigilant. The role of complexity being used to undermine is well known as Adam explains how the CIA taught its operatives to use complexity in the 1940;s in its fight against governments it was at war with. Adam outlines the major root causes of complexity and the need for leaders to look holistically across the business. He also shares some examples of organisations who have benefited from killing complexity and promoting simplicity.As humans we are wired to create complexity and we need to avoid 'zombie complexity' which Adam explains as complexity that is simplified but the root causes were never dealt with so the complexity comes back. To sustainably drive simplicity within your business you must have a culture where everyone can call out complexity, they can speak up with our fear and know they will be listened to. Adam's advice is for leaders to be bold, clear trusting, pragmatic and obsessed in becoming complexity conscious. Check out the episode to hear about Home Depot, the Balance Bike and JEEP (Just Enough Essential Parts) Adam's top tips for any leader are to do the following:1. Write down on one page your top 3 priorities and your team are aligned on them2. Empower your team and your teams teams to really identify where bad complexity is getting in the way. Thereby getting clear on your complexity shadow. Start today by asking yourself and your teams, 'what have you said no to today?'www.heidrick.com/en/people/h/adam_howeWatch & Subscribe:

Cole Manbeck sits down with Missy Heidrick to break down everything in the NCAA women's basketball tournament, plus Kansas State's seed and their path to make a run.  — Find the best Kansas State looks for this season at Homefield Apparel. Check out their entire K-State collection here: https://www.homefieldapparel.com/collections/kansas-state-wildcats-vintage-apparel-shop — Shop the latest KC Sports Network merch collection, in partnership with Sandlot Goods! Find hats, shirts, hoodies and more here: https://sandlotgoods.com/collections/kcsnapp — The best Kansas City sports coverage in one place. Download our app now! Apple: https://apps.apple.com/us/app/kcsn/id6443568374 Google Play: https://play.google.com/store/apps/details?id=com.kcsn&hl=en — Subscribe to the KCSN Daily substack for film reviews, exclusive podcasts, KC Draft guide, discounts and access, giveaways, merch drops and more at https://kcsn.substack.com/subscribe — Interested in advertising on this podcast? Email sales@bluewirepods.com FOLLOW US ON: Facebook - https://www.facebook.com/KCSportsNetwork Instagram - https://www.instagram.com/kcsports.network/ Twitter - https://twitter.com/KCSportsNetwork Substack - https://kcsn.substack.com Learn more about your ad choices. Visit podcastchoices.com/adchoices

On this episode of Ropes & Gray's podcast series, A Word for Our Sponsors, Deb Lussier, a co-leader of the sponsor solutions practice, and Yoni Levy, a partner in the asset management practice, explore employment and compensation decisions among private equity firms and other alternative asset managers. To provide additional insights and to help them navigate the discussion, they are joined by Jonathan Goldstein, the regional managing partner for the Americas in the private equity practice at Heidrick & Struggles.

This week I talk with a life-long Duke fan, Rick. We share our thoughts on the Duke/NC State game, the Duke/UNC rivalry, and the upcoming 2024/25 class. 

In this next episode of The Heidrick & Struggles Leadership Podcast, Heidrick & Struggles' Martin Holm speaks to Thomas Holm Pedersen, the CEO of NMD Pharma, a clinical-stage biotech company with novel treatments for neuromuscular disease. Pedersen shares how he founded the biotech company and became CEO, sharing the capabilities he needed to learn right away. He discusses the foundational strengths that technically experienced CEOs have that nontechnical CEOs may struggle with in leading a biotech, as well as how he keeps up with different aspects of the growth of the organization including fundraising, hiring key talent, and fostering that culture of growth. Finally, he shares his advice for other biotech founders coming from academia and how he sees the future of the biotechnology industry unfolding. Hosted on Acast. See acast.com/privacy for more information.

J.J. Cutler, Partner at Heidrick and Struggles, joins Joel for his second time around on the podcast.In this episode J.J. shares:1. The key to managing someone older than you2. What the “clay layer” of management is in your company and why it matters (HUGELY important to understand and work through)3. What you can learn from his mistakes throughout his career4. What really makes a "good" managerDon't miss it.

TOM'S BIO One week ago, Thomas Monahan was announced as the new CEO of Heidrick & Struggles International, Inc. (NASDAQ: HSII), one of the preeminent global executive search, leadership development, and management consulting firms. Previously, Tom served as CEO and President of DeVry University until Oct 2023 and remains the organization's Vice Chairman. Prior to that, he served as Chief Executive Officer of Corporate Executive Board (NYSE: CEB), now Gartner, which acquired CEB for $2.6 billion. He also served as Chairman of ProKarma and is currently a board member of Transunion (NYSE: TRU). Early in his career he was a consultant at Deloitte and Andersen Consulting. Tom's career has been spent engaging, leading and governing organizations that leverage innovative technology, robust data, and exceptional people to inflect business performance, improve individual lives, and produce healthy and just societies. He is also Managing Partner of Norton Street and served on the boards of Winsight, Workforce Logiq, Convergys. I had the pleasure of serving with Tom on the Board of Trustees of The Nature Conservancy and is a good friend. He is, by far, one of the most thoughtful and strategic business people I have come across and his professional journey started working in the family business, a carnival. This episode's segments about leadership and the future of higher education are, respectively, terrific distillations of the essence of world-class leadership and the dynamics affecting the higher-education sector. The episode was recorded before his role at Heidrick & Struggles was announced. TOM RELATED LINKS Tom's Wikipedia Heidrick & Struggles CEO Announcement CEO Rountable Taking the helm at DeVry On Enterprise Data   GENERAL INFO| TOP OF THE GAME: Official website: https://topofthegame-thepod.com/ RSS Feed: https://feed.podbean.com/topofthegame-thepod/feed.xml Hosting service show website: https://topofthegame-thepod.podbean.com/ Javier's LinkTree: https://linktr.ee/javiersaade & Bio: https://tinyurl.com/36ufz6cs  SUPPORT & CONNECT: LinkedIn: https://www.linkedin.com/showcase/96934564 Facebook: https://www.facebook.com/profile.php?id=61551086203755 Twitter: https://twitter.com/TOPOFGAMEpod Subscribe on Podbean: https://www.podbean.com/site/podcatcher/index/blog/vLKLE1SKjf6G Email us: info@topofthegame-thepod.com   THANK YOU FOR LISTENING – AVAILABLE ON ALL MAJOR PLATFORMS    

Juan Luis Betancourt, a seasoned business executive and human capital management expert, understood the vital role of meaningful connections from early in his career. Recognizing that a lack of authentic connections negatively impacts productivity and retention at organizations globally, Juan founded Humantelligence – a company that leverages analytics and AI to humanize and optimize work across sectors and countries.Juan is a thought leader, speaker, and business executive in human capital management with 25+ years of experience. At Humantelligence, he has helped clients like Visa, Coca-Cola, and Honda to enhance productivity, boost motivation, and reduce turnover in the workplace.In this episode, Dart and Juan discuss:- Humanizing work through technology- The significance of workplace connections- Adapting leadership to diverse learning styles- Humantelligence's innovative services and their development- Juan's global experience in 8 countries- What work culture is and its evolution alongside company growth- Dispelling work culture myths- And other topics…Juan Betancourt is the CEO of Humantelligence, a company dedicated to leveraging analytics and AI to align organizational culture and strategy. At Humantelligence, Juan has helped clients like Visa, Coca-Cola, and Honda to enhance productivity, boost motivation, and reduce turnover in the workplace. Prior to Humantelligence, Juan developed his experience in human capital advising as a partner at Korn/Ferry International and Heidrick & Struggles. With a global career spanning 25+ years and encompassing eight different countries, Juan has garnered senior-level experience at prominent organizations such as Siebel Systems (now Oracle), Puma, Reebok, Decathlon, and Proctor & Gamble. During his tenure at Puma, Juan notably played a key role in the company's successful rebranding, contributing to one of the most significant consumer brand turnarounds in the past two decades.Juan received his M.B.A. from The Wharton School, his M.A. in International Management from the University of Pennsylvania, and his B.A. from Harvard University. He serves as a board member of the Miami Theatre Center and maintains affiliations with the Wharton and Harvard Alumni Associations in South Florida. Resources mentioned:www.humantelligence.com Don Sull: https://mitsloan.mit.edu/faculty/directory/donald-sull Connect with Juan:LinkedIn: https://www.linkedin.com/in/juanluisbetancourt/ www.humantelligence.com

In this live event hosted by Umbrex in November 2023, Ron Lumbra, a member of the CEO & Board of Directors Practice and Partner at Heidrick and Struggles, discusses how to get on a corporate board. He shares insider knowledge about the process. The event was recorded as a streaming event, with approximately 300 people signing up for the session. The discussion was facilitated and included questions from attendees. Exploring the Landscape of Board Roles The discussion focuses on the different types of board roles, such as Fortune 500 companies, other public companies, PE-owned portfolio companies, and family-owned companies.  The top of the pyramid is the public company corporate board, which is the most sought-after and difficult to join. People often serve on various types of boards, such as large-cap corporations, smaller publicly traded companies, private companies, family businesses, and nonprofits. These boards have similar structures, committee structures, and skills matrix, making them valuable ground training experiences for those looking to join corporate boards. A board is a group of experienced business people who are responsible for running and governing a company. It is not just a group of smart people, but specific roles that a board seeks to fill. He identifies the difference of a philanthropic board. When searching for a board member, companies often seek specific skills, such as financial experts with experience in China, supply chain, or being female. Ron talks about a typical board structure and defines the importance of what a candidate can bring to the board. The board consists of about 10 people, with four or five members fit into the CEO club or those who have run a big business club. The number one in demand skill set is financial experts, with three seats focused on audit and finance committees. The number one skill set is CFOs, while the other three are controllers, treasurers, VPs, SVPs, or audit partners from one of the big four. Companies are also looking for leaders in certain fields at specific times. Generally at present, their expertise in cyber and AI, supply chain, and ESG areas are in demand. Supply chain has seen a surge in demand, especially during the pandemic. Boards are looking for people who can lead, guide, and help with challenges they may face. They create a skills matrix to identify the various skills needed, which is more than the number of seats. People who can check more boxes credibly tend to be more attractive board candidates. The Benefits of Being on a Board Ron explores the reasons people want to be on a board and the benefits they receive. Operating executives with a day job often go on boards to expand their skill set, gain an outside perspective, and learn from others in different industries. As they age, they may consider a different career path and seek ways to contribute, give back, stay engaged, and stay relevant. Age plays a significant role in the decision-making process, as board directors are not employees and are not discussed in the proxy board. Boards typically have a mandatory retirement age of 72-75 years, which varies by company. People usually go on boards in their late 50s or early 60s and have a decade or more of tenure before they age off. Ron also discusses the reality of being on a board in terms of time and commitment. Being on a board is different from being an operating executive, as it is intense and socially intensive. Board culture and how the board functions come together and go apart are important factors, both experience, personality and cultural fit are all factors considered.  Board meetings are usually held five times a year, with committee meetings often occurring around them. Ron shares information on payment for board members and how to position oneself to get on a board, particularly at the non-finance 500 level.  Securing a Invitation to The Board He explains that the supply side of the board opportunities is what attracts candidates, and understanding one's skill set, industry expertise, strategic acumen, and expertise is crucial. Ron also highlights the private placement market, where 40% of corporate directors are placed through relationships. This can be an advantage for candidates, as they are paid to introduce competition. However, the private placement market is less competitive and more about networking and making oneself known. Joining a board is akin to joining an elite country club, where applicants must demonstrate their knowledge and expertise. Networking is more about making yourself present and well known, rather than trying to make a sale. It's important not to take it personally, but rather to understand how the game works to get on board. Ron encourages people to focus on networking, letting people know their skill set, and having the courage to differentiate themselves. Many people answer yes to every question and bring various skill sets, but this may not be memorable or distinctive. People who have the courage to say they know banking, regulation, and Washington can become extraordinarily memorable. Trends and the Changing Focus of Companies Ron talks about the trends in diversity goals and the changing focus of companies. He highlights the importance of women on boards and the momentum of advocacy groups around women on boards. The pandemic in March 2020 led to a shift in focus towards ethnic diversity, with a two-year window of intense focus on black directors and Latino Asian directors. Today, there is still an interest in ethnic diversity, but most boards are working hard to address the issue. Advocacy for women on boards is now focused around 30%, partly from shareholder advisory groups and exchanges. Some boards are advocating for at least 30% women on boards. Diversity matters have changed significantly over the past decade, with a period from 2020 to 2023 when companies focused on diversity, leading to a pent-up supply of non-diverse CEOs being called on boards. The market is now recognizing the importance of diversity in addressing societal constraints and positioning companies effectively. Ron shines a light on the importance of understanding the unwritten rules of board roles and how they impact a candidate's authenticity and legitimacy. He emphasizes the importance of addressing governance matters, as it can impact a candidate's authenticity and legitimacy. He suggests that exposure to governance can come in various ways, such as attending board meetings, working with the audit committee, or working closely with members of the compensation committee. This exposure can demonstrate knowledge of board culture, functioning, agenda, and what matters within a board. Understanding The Board Environment Ron talks about the importance of understanding the board agenda and what matters, and why it is so difficult to secure a position on the board.  Boards create a high bar to ensure that candidates understand their roles and culture, and that they don't bring on disruptive or underperforming individuals. By addressing these issues, candidates can demonstrate their commitment to good governance and the importance of understanding the board environment.Business schools and the National Association of Corporate Directors offer board directors certification programs, which can be helpful for getting on a board. However, it is important to not oversell these programs, as they may not provide the necessary knowledge and experience for decision-makers. Participation in these programs can make individuals more knowledgeable and contemporary in governance topics, making them better interviewers or interviewees. A Focus on Governance To demonstrate a commitment to governance, one can get on a nonprofit board. The type of nonprofit and the specific role on the board should be determined by the individual's passion for the subject matter. Nonprofit boards often have committees that align with the individual's interests and skills. For example, financial experts might be better suited for audit or finance committees, while those with expertise in governance may find the Governance Committee beneficial. Engaging in committees is where the work happens, and it is crucial to find a committee where you can grow and develop. This can lead to being tapped into a corporate board, as people will see you as a leader and a greater amongst equals. Boards are typically staffed over a decade, so it doesn't have to happen on the day you join. If you like the mission, theme, and value add, you will find yourself on committees, running committees, or chairing the board. Vetting Candidates for Board Positions When talking about the process of vetting candidates for board positions, Ron explains that it is divided into two categories: formal and informal. Formal vetting involves light off-the-record background checks, such as FBI police records and business references, to ensure a good understanding of the candidate. The process also includes back channel conversations with board members, who may have connections to the candidate. It is important to understand that every person you interact with or have worked with in the past is a potential candidate, and it is crucial to be aware of these back channel calls. Executive search firms fill about 40% of roles, and it is essential to ensure that candidates are aware of their interest. To do this, resumes should be on file with all major firms, as they are centrally administered and managed. This makes them a shared asset in the board database, which can be used to identify potential candidates for new searches.Joining a board of directors can be lucrative for younger professionals in their 40s-50s. However, it is challenging to position oneself effectively in these roles due to the value placed on experience and life experience. The average age of a first-time director on a publicly traded larger cap board is 58, so it is crucial to understand the circumstances in which you will be effective on the board. Ron shares an example of a public company CEO who overstepped the boundaries of his role as a board member, leading to a crash in his candidacy to illustrate that it is important to think carefully about your involvement and what you bring to the table before you commit to a board position.  Timestamps: 00:02 How to get on a corporate board with an insider 05:00 Board composition, skills, and motivations 10:14 Board service for executives nearing retirement age 12:40 Board positions and their requirements 17:01 Networking, marketing, and diversity in boardrooms 20:18 Board diversity and governance expectations 26:50 Board director certification programs and their value 28:50 Board governance and interview process for nonprofit boards 34:49 Board membership requirements and vetting process 38:06 Board member compensation and background checks 44:05 Board positioning and vetting process for executives 49:15 Board advisory roles and expertise Unleashed is produced by Umbrex, which has a mission of connecting independent management consultants with one another, creating opportunities for members to meet, build relationships, and share lessons learned. Learn more at www.umbrex.com.  

When revenue growth is a company's top priority, the value of post-sales teams is often overlooked.Customer success (CS) teams are among the most critical touchpoints in the customer journey. By partnering with the CCO, who can help develop and implement customer-centric strategies that increase customer satisfaction, loyalty, and spending, companies can retain their existing customers and boost revenue.In this episode, Josh Schachter, Founder of UpdateAI, speaks with Alexis Hennessy, Partner at Heidrick & Struggles, and Rod Cherkas, CEO and Founder of Hello CCO, about:The role of post-sales teams in driving revenueThe need for cross-functional collaborationHow to highlight the value and challenges of post-sales teams through real customer examplesTrends in career paths for chief customer officersCheck out the video episode here: https://youtu.be/SzSz7tXhnfc