Board Selection
I support you in your selection process whether at senior management or board level. Using assessment techniques, I help you in the selection of the most suitable profile at the head of your company. All of this in order to optimise the high governance of your company and to contribute to its development and success.
Board Selection
I support you in your selection process whether at senior management or board level. Using assessment techniques, I help you in the selection of the most suitable profile at the head of your company. All of this in order to optimise the high governance of your company and to contribute to its development and success.
Board Selection
I support you in your selection process whether at senior management or board level. Using assessment techniques, I help you in the selection of the most suitable profile at the head of your company. All of this in order to optimise the high governance of your company and to contribute to its development and success.
There are many questions that arise at the time of recruitment
What are the business stakes?
A thorough understanding of shareholder issues and the company’s vocation is key to successful recruitment of a director or executive. In order to determine whether a mediator, catalyst, security guard or strategist should be recruited, the first step is to clarify the goals to be achieved.
- What are the expected objectives, in the short and medium term?
- What additional expertise is sought?
- What will be the priorities to be implemented?
- How do you surround yourself with both managers and visionaries?
- What experiences would be beneficial, from what areas of activity, to overcome the current complexity?
- What are the characteristics to be agile in the face of accelerating change?
- What are the desired behaviors?
- How can we achieve generational diversity, gender parity and cultural diversity?
What type of company is it?
Obviously, the stakes are very different between a publicly traded multinational and a start-up. The good governance I am talking about takes into account size, legal form, organization, industry and corporate culture. SMEs generally need simple and flexible governance that places a great deal of emphasis on the human factor that is so decisive in the creation, ownership of capital and management of the company, or even its future transmission. Recruiting the right profiles of directors, the right president, as well as one or more members of the management team, is crucial to sustain the company’s business, especially for SMEs.
There are many questions that arise at the time of recruitment
What are the business stakes?
A thorough understanding of shareholder issues and the company’s vocation is key to successful recruitment of a director or executive. In order to determine whether a mediator, catalyst, security guard or strategist should be recruited, the first step is to clarify the goals to be achieved.
- What are the expected objectives, in the short and medium term?
- What additional expertise is sought?
- What will be the priorities to be implemented?
- How do you surround yourself with both managers and visionaries?
- What experiences would be beneficial, from what areas of activity, to overcome the current complexity?
- What are the characteristics to be agile in the face of accelerating change?
- What are the desired behaviors?
- How can we achieve generational diversity, gender parity and cultural diversity?
What type of company is it?
Obviously, the stakes are very different between a publicly traded multinational and a start-up. The good governance I am talking about takes into account size, legal form, organization, industry and corporate culture. SMEs generally need simple and flexible governance that places a great deal of emphasis on the human factor that is so decisive in the creation, ownership of capital and management of the company, or even its future transmission. Recruiting the right profiles of directors, the right president, as well as one or more members of the management team, is crucial to sustain the company’s business, especially for SMEs.
Our talents are unique, personal : there is no good or bad profile, but the right element to recruit in a given environment, in a specific situation and given the stakes to be raised.
The
Approach
An individual assessment approach at the time of the recruitment
Every director, every officer should be an advisor, have the knowledge, have the expected skills, know how to challenge himself, have the right behavior and inspire confidence. Collaboration should focus on its purpose, practicing with common sense, commitment and passion. Enrich each other as part of the personality of this entity of leaders and ensure the processes and best decisions for the performance of the company. The assessment approach enables to make sure the selected profile is suitable for the position, using the following process:
Interviews
Psychometric tests
Questionnaires
Self-reflection
A regular audit
to gauge high governance
This evaluation aims to improve the collective competences of the governing bodies in the exercise of their role and responsibilities and in their operation. It mainly covers the 7 following aspects:
Leadership
Operation
Structure
Integrity and relevance
of financial information
Organizational strategy
Skills and expertise
Risk management
Discover Executive Coaching
A very beneficial support when an executive is about to integrate a responsible position within a company.
Discover who I am
Specialised in Business & Executive Coaching, I want to bring my expertise in the area of corporate governance.