Executive Staffing Process

A thorough assessment of the organization's team, systems and market position is completed. Our staff members collaborate with your team to draft an action plan.

Upon launch of the engagement it is critical to get the new staff member into a functioning leadership capacity as quickly as possible. They need to have time and space to bond with the current leadership team. Visible executive and board level support is very helpful; especially in the first 30 days.

A minimum of 3 of our staff members are involved in each engagement. In addition we can supplement with staff in other disciplines as needed. Monthly reviews of progress versus agreed goals are conducted. Multiple quality assurance feedback sessions take place. This input will guide any needed changes moving forward.

The organizational review done is thorough, yet expedient. The current dynamics of the leadership team are appraised, along with current and future skill set requirements for their success. This process will confirm what is needed from the new interim executive. It will also identify other tools, systems or staff needed to properly support their assignment.

 

Staffing assignment structure, plan and success criteria defined:

  • Depending on our role we develop a company wide or functional area plan.

  • Goals for company and specific to our involvement clearly defined.

  • Communications plan to introduce the staff, internal and externally, drafted.

  • Training recommendations for existing management team are made if needed.

  • Commitments made to other support and or systems requirements for success.

  • Upfront understanding of how our interim role is to be phased out.

 

Taking the time to inform and get to know your new staff member as you would another employee is important. Role definition and goals are defined upfront. The focus is on enhancing their potential contribution. Let the new team member lead; leverage their talent.

Implementation and continuing management of staffing assignment:

  • Engagement staff and support personnel are assigned.

  • One on one time with management team. Early executive involvement important.

  • We typically represent your company as your director, VP or CXO.

  • Other specialized support staff or coaches can be used on project basis.

  • Monthly performance reviews are conducted; tracking progress versus goals.

  • Continual adjustments based on client and our team's feedback.

  • Final milestone is the exit of our role, succession plan for the new leader

 

A well balanced team of complementary positions manage the engagement. Those who are not involved day to day help maintain objectivity. The team approach is very critical to continuity of the relationship in case of the unexpected. It also allows us to at least partially cover any skill set not accounted for by the interim executive assigned.

Team structure and assignment support:

  • Business adviser - determines staff assignment feasibility and general scope.

  • Executive coach - facilitates the planning and delivery of staffing services.

  • Executive staff - primary role in implementing and executing.

  • Client service manager - manages the overall company relationship.

  • Business coaches - if needed, provides targeted skills set assistance needed.

  • Subject matter experts - if needed expertise, support several hundred on call.

 

The quality of our relationship with a client is an important factor in maximizing results. This is proactively gauged by a series of quality assurance exercises. Adjustments are made based on this input along with observations from our team. Candid feedback is critical as in some cases the initial direction or team dynamics of the relationship need to be updated quickly.

Components and function of quality assurance:

  • One on one feedback from all managers on new staff, limited 360 review..

  • Every engagement has 3 quality assurance exercises first 3 months.

  • Quality assurance staff attends all reviews to stay appraised of challenges.

  • Feedback acceptance and important input to help steer engagement.

  • Accelerates and provides more links for important communication.

  • As QA process gives important feedback it is time very well spent.

 

What is your current area of focus?

Can you benefit from an interim executive?

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