7. W h a t b r i n g s u s h e r e Comitê de Auditoria Conselho de Administração Conselho de Família Fundação (ONG) Comitê de RH CEO Unidade de Negócio 1 Unidade de Negócio 2 Unidade de Negócio 3 Unidade de Negócio 4 Unid. Neg. Shared Servs. Conselho de Acionistas Unidade de Negócio 5 VP RHDO CFO VP Jurídico VP Oper. Industriais Rel. Instit. Comitê de Finanças Auditoria
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10. So how does it feel ? W h a t b r i n g s u s h e r e
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12. So how does it feel ? W h a t b r i n g s u s h e r e Outgoing CEOs in US & UK 1995 2001 Fired Retired or dead turnover 53%> Sources: Booz&Co. Lucier & al., 2005; Globe & Mail, October 16, 2002, p. C10.
13. Why should we care ? W h a t b r i n g s u s h e r e
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15. Can we do something about it ? W h a t b r i n g s u s h e r e
16. Can we do something about it ? W h a t b r i n g s u s h e r e Yes, we can
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24. T ABLE P ARTNERS S EARCH ' s mission is to provide a recruiting process, for top positions in large, complex organizations, that improve the effectiveness of their leadership teams and boards T h e r o l e o f e x e c s e a r c h i n g S E A R C H T A B L E P A R T N E R S F A M I L Y C O U N S E L L I N G L E A D E R S H I P D E V E L O P M E N T S T R A T E G Y C O N S U L T I N G
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31. Everybody and his brother W h y S S I $4m 4 Heidrick & Struggles 6 $2m 4 Boyden 10 $2m 4 Tasa 11 $3m 6 Ray & Berndston 9 $6.5m 13 Transearch 4 $54m 80 Total 3 7 4 4 8+14 8 8 # Partners $1.5m A2Z 12 $3.5m PMC Amrop Hever 8 Estimated Revenues (US$ million) $4m Spencer Stuart 7 $4m Russell Reynolds 5 $7.5m Fesa 3 $8m Egon Zehnder 2 $8m Korn Ferry 1
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34. What we do Vulnerability-based TRUST Comfort to CONFLICT COMMITMENT ACCOUNTABILITY RESULTS • Identify and discuss individual strengths and weaknesses (MBTI) • Spend considerable time in face-to-face meetings and working sessions • Understand individual team member’s natural conflict styles • Acknowledge conflict is required for productive meetings • Establish common ground rules for engaging in conflict • Review commitments at the end of each meeting • Adopt a “disagree and commit” mentality — all team members are committed regardless of disagreements • Explicitly communicate goals and standards of behavior • Regularly discuss performance versus goals and standards • Keep the team focused on tangible group goals • Reward individuals based on team goals and collective successs