Executive transitions are difficult, with failure rates estimated at 40 percent and a new leader often requiring six months or longer to reach breakeven productivity levels. In today’s environment, executive transitions have grown even more challenging. What can be done to de-risk transitions and enable executives to hit the ground running?
To combat failure, defensive tactics are essential, but the top firms also think strategically about opportunities to go on the offensive. With the pandemic amplifying the risk of a rocky start, executive transitions are no longer afterthoughts. The top-performing firms are ensuring that clear transition plans are in place and proactively building bench strength.
To illustrate further, search and leadership advisory experts will share and discuss practical applications of executive transition planning and processes.
Managing Director, Private Equity Practice
Russell Reynolds Associates
Russell Reynolds Associates
Chief Talent Officer
Littlejohn & Co
While many industries are making continual strides in their diversity and inclusion hiring efforts, private equity is lagging. Today, just 18 percent of all PE professionals are female, with just 10 percent serving in senior-level roles. For professionals of color and those identified as LGBTQ, the metrics are even more discouraging.
A great deal of research in recent years has highlighted the positive impact diversity can have on investment outcomes and the private equity firms not prioritizing diversity and inclusion might miss out on some of the more interesting deals.
To illustrate further, experts from private equity and executive search examine how diversity of experience, culture, race, ethnicity, gender and sexual orientation can provide an outlook and distinct perspectives that engender a rich workplace and stimulate better investment decisions.
Managing Director, Chief Inclusion & Diversity Officer
The Carlyle Group
Global Head of Talent Development
Director of Talent and Organizational Development
Clayton, Dubilier & Rice
Tremendous opportunity lies ahead in integrating a set of distinctive human capital solutions that will deliver exponential value to PE firms and their portfolios. At the core of this drive are PE talent leaders and executive recruiters who are developing solutions to help clients navigate change and power value creation early in the hold period.
This is putting human capital integration at the center of the best gold standard search processes. End-to-end, full cycle leadership is the new mantra for the entire PE space – and it now includes finding leaders, assessing leaders, assimilating leaders, developing leaders, re-purposing leaders, deploying leaders, transitioning leaders and, of course, recruiting leaders.
To illustrate further, this outstanding panel will share and discuss their approaches to integrating human capital solutions that deliver value.
Managing Director, Talent Management
Private Equity Operating Advisor, Human Capital
Francisco Partners Consulting