Gilman Partners Forms Talent Advisory Practice

September 8, 2017 – Executive search firm Gilman Partners has appointed talent management executive Mary Morand to lead its newly formed talent advisory practice.

Ms. Morand brings more than 30 years of leadership development and talent management experience to her new role. Most recently, she served for nine years as senior vice president of leadership and talent management for U.S. Bank, where she also worked as the chief learning officer.

She served as vice president, performance improvement and training for Star Bank and VP of training and development for Banc One Corporation.

“Mary is passionate about helping senior leaders and organizations reach their potential,” said Tom Gilman, managing partner and CEO of Gilman Partners. “Whether she’s facilitating a one-on-one executive coaching session or helping a company assess its leadership talent, she is engaged and constantly looking for creative talent strategies that will help individuals and organizations reach their goals.”

Expanded Offerings

For nearly 40 years, Cincinnati-based Gilman Partners has identified, recruited, and placed leaders for clients throughout the Midwest. Its new talent advisory will help clients maximize business results by providing strategic talent services.

The talent advisory will help clients maximize business results by providing strategic talent services. Some of the services offered through the talent advisory practice include: Talent strategy – determining where and how to focus resources to achieve maximum business impact and drive competitive advantage; talent assessment – evaluating talent for leadership potential to help plan for both current and future gaps in leadership; executive coaching – custom one-on-one work with individual leaders, focused on personal development and change; and executive onboarding – a systematic approach to assimilating new leaders into an organization’s culture to accelerate their learning curve and shorten their time to peak productivity

“Our clients already trust us to find and place top leaders who can have an immediate and lasting impact on their organizations,” said Mr. Gilman. “Since we have a deep understanding of their organizational culture and the types of leaders who will drive their success, the addition of the talent advisory practice is a natural extension of the leadership continuum. Hiring great leaders is a key first step, but helping them develop to their fullest potential is an investment that always pays dividends.”

Firms Expanding Into New Areas

Search firms continue to break into new areas, be it through acquisition, alliance or providing new services. It’s a trend being seen at large recruiters and small boutiques alike as recruiters look to provide clients with services for finding, assessing, onboarding and retaining their senior-level talent. Here is a look at a few instances from the Hunt Scanlon Media archives:

Heidrick & Struggles recently formed its new business unit, Heidrick Consulting, bringing together a suite of offerings from its leadership consulting and culture shaping businesses. It offers leadership services in leadership assessment & development, organization & team effectiveness, and culture shaping, all as a full complement to its core executive search business.

ALSpective expanded with the addition of Juliane Nitsche and Michel Moutier as partners and advisors. The pair’s responsibilities include leadership consulting with a specialization in well-being & performance as well as strategy and board services with a new offering in change management.

Major, Lindsey & Africa recently launched a new service known as Legal Talent Management Consulting. Led by Miriam Frank, a partner and vice president, the offering provides lawyers and legal teams with customized consulting services designed to increase performance, productivity and engagement.

Odgers Berndtson expanded its leadership practice to include executive and team leadership assessment, coaching and onboarding. Organizational psychologist Dr. Robert Satterwhite is spearheading the new effort. Dr. Satterwhite has extensive experience designing and delivering robust assessments for measuring executives’ potential, readiness and fit.

The Pi Group expanded its services to help candidates transition to new chapters in their lives. By delivering services through Perpetual Insights, Pi Executive, and Perpetual Ambition, The Pi Group is positioning itself, quite methodically, to help client organizations manage their entire talent spectrum.

Morgan Samuels acquired human capital consulting firm Delivery Point Advisors. The company offers a spectrum of solutions designed to help clients unlock potential from their people, including executive assessment and development, high performance team building, functional assessment and roadmap design, organization design, change management, and others.

Greenwood / Asher & Associates and The Devine Group, a behavioral assessment and development organization, formed a strategic alliance to leverage and integrate the science of predictive talent analytics into the executive search and leadership development process. The partnership is designed to tailor an assessment to higher education position profiles.

Contributed by Scott A. Scanlon, Editor-in-Chief; Dale M. Zupsansky, Managing Editor; Stephen Sawicki, Managing Editor; and Will Schatz, Managing Editor – Hunt Scanlon Media