May 24, 2017 – 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.
The latest: Major, Lindsey & Africa has 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.
“Over the last several years, many clients have commented on their need to develop and strengthen their departments, including developing the next generation of leadership,” said Greg Richter, vice president and head of the firm’s in-house and solutions practice groups. “Our decision to move into consulting was a logical next step as we enhance the scope of our partnership with our clients and candidates.”
President John Cashman lauded Ms. Frank as the perfect person to help attorneys and their teams move forward. “With 30 years of experience as a lawyer, legal recruiter, manager and certified executive coach, Miriam was the ideal choice to lead this offering,” he said. “She has a deep understanding of the legal landscape and the people in it as well as what it takes to create an environment in which lawyers can grow, thrive and offer outstanding, effective support to their clients.”
Russell Reynolds Associates Launches Board & CEO Advisory Group
Following similar moves taken by rivals, Russell Reynolds Associates expands beyond its core recruiting business and further into process planning, assessment, strategy & performance measurement, and culture shaping.
Inside the New Offering
The firm’s legal talent management consulting team will focus on facilitating development and growth for individual lawyers and legal teams, both in-house and for law firms. For individual lawyers, the team will provide coaching and assessment services; for legal teams and their leaders, the focus is on organizational design and development and building a team culture that attracts and retains top talent.
Ms. Frank is certified by and is a member of the International Coach Federation. She is also board certified by the Center for Credentialing and Education and holds the credential of advanced certified personal and executive coach.
She is joined by managing director Barrett Avigdor, who combines her background as a lawyer, legal recruiter, executive coach and emotional intelligence expert with her experience in managing global teams of in-house lawyers to provide a unique perspective on coaching, recruiting, assessment and organizational development. The team can also draw upon a network of subject-matter experts, including former general counsel, as appropriate.
“We take a highly customized and client-centric approach to determining the project scope, developing a project plan and producing deliverables that will lead to the desired results for the individuals, team and organization involved,” said Ms. Frank. “More than ever, lawyers need to be nimble in adapting to the changes and demands of business. An investment in legal talent management consulting can provide an essential competitive edge.”
Over the past year, Hunt Scanlon Media has reported on a number of search firms launching and expanding their leadership consulting services. The trend is expected to gather steam in the coming months:
ALSpective recently expanded with the addition Debray Sandelin as a partner and advisor. With 12 years of experience in career coaching, Ms. Sandelin’s appointment reinforces the development of the firm’s leadership consulting business, including the launch of the first ALSpective Executive Assessment Center.
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.
Caldwell Partners recently formed a partnership with Caliper. The agreement will integrate Caliper’s assessment and onboarding services into Caldwell Partners’ research-based executive search process in Canada. CEO John Wallace said that competency assessments performed by the firm’s partners “remain the most valuable aspect of our service.”
Allen Austin partnered with ENGAGE, a sourcing intelligence platform that combines big data and analytics to identify potential targets, to increase overall business intelligence, and enhance sourcing efficiency. The firm forged the alliance as it looked for productive technology to improve speed, execution and growth predictability, particularly one with advancements in analytics.
Contributed by Dale M. Zupsansky, Managing Editor – Hunt Scanlon Media