Executive Talent Management

In times of major organizational change, assessing, selecting and retaining your leadership team is critical to constructing and implementing a successful strategy that drives revenue growth and meets future business challenges. This is particularly true, and particularly daunting, during a transaction or major restructuring.
It is also important to ensure that the target company (or your portfolio) has a second generation of senior management. Private equity firms are increasingly recognizing that they will require a long-term succession of skilled leaders if they are to survive and grow.

Integrating a succession plan that ensures a steady stream of top talent also provides reassurance for investors. This is usually accomplished through a formal succession plan tightly aligned with the business strategy.

In most organizations, 15% to 20% of employees are especially valuable; they are current and future leaders, high performers, key contributors, and those with scarce critical skills or knowledge. Apart from these, 60% to 75% will be solid performers, while the remainder will be new entrants, underperformers or those in the wrong roles. The danger is that the critical 15% to 20% of the workforce will be most at risk of leaving; they are the highly engaged self-starters who can quickly find other jobs.

Identifying and retaining key employees is a complex challenge that is critical to sustaining profitability gains. LeadFirst has extensive experience helping clients manage talent during times of major organizational change. Specifically, we:
  • Audit management capabilities and bench strength
  • Screen the talent pool for top performers and potential future leaders, and develop and implement retention plans for the most valuable players
  • Identify gaps between workforce strategy, incentives and business objectives
  • Identify key workforce risks and challenges that have material impact
  • Identify and prepare the next generation of leadership through a formal succession plan
These considerations apply whether you are evaluating an existing management team, or a new one. LeadFirst’s executive talent management services help you make the right leadership decisions by addressing tough issues strategically and holistically.
Metrics That Matter Brief Description of Applicable Metrics
Culture Integration Speed of alignment of each of the merged company’s cultures to “Preferred Future” using Diialog Organizational Culture PROfile.
Accretion Value Longitudinal measure of the gap to stated accretion value target.
Employee Productivity Improvement As measured by change in per capita sales, EBITDA or Market Capitalization from Time 1 to Time 2.
Employee Retention Unplanned employee attrition reduction from Time 1 to Time 2, including a financial impact calculation.
Key Stakeholder Testimonials Stakeholder verbatim regarding observed behavior change and/or business improvement.
Download Executive Talent Management Brochure
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