Executive Search
Finding the best executive talent for your organisation can be challenging. We’re here to make it easier.
The People at Work provides executive search for senior management roles. Covering key sectors such as Healthcare, Consumer & Lifestyle, Industrial and Private Equity, we identify top talents in the market to ensure the best fit for your organisation.
Companies who believe talents to be core to their business growth and continuity, have high expectations of their business leaders, and will appreciate that deploying executive search is an important step towards uncovering the best talents. And appointing the right search partner is crucial to this success. At TPAW, we approach and probe every search mandate in a thoughtful and open-minded way. We ask questions to understand your organisation’s culture and environment, structure, key people, success factors, business objectives and major expectations of this position and candidate so that we can build the right search strategy.
We conduct thorough market and competitive research and develop a detailed mapping of relevant talent pools and potential talents. Aside from qualifications and known skills, we delve deeper to understand the motivations and aspirations of these talents to make a successful match for both parties. Candidates are assessed through a series of interviews, market references, and, where requested, psychometric tests. With inputs and feedback sought from clients at different stages of the search process, clients enjoy peace of mind that best efforts are put into meeting their requirements and that only the best candidates are presented to them in the end. A crucial ingredient is that for these shortlisted candidates, the client’s organisation and opportunity is also a great fit for them too. Success is a 2-way street.
Continued engagement ensures greater satisfaction and high rate of successful outcome for our clients and candidates.
Family Business & Succession Planning
Transitioning to the next leadership
Family businesses are a crucial part of the global economy, but succession planning remains one of their most challenging aspects. This process, which involves identifying and preparing future leaders, is essential for ensuring the continuity, stability, and preservation of the family’s legacy.
Succession planning is vital because it prevents disruptions in business operations when the current leader steps down. It also reassures employees and customers about the business’s future, thereby boosting morale and productivity. A clear succession plan can help maintain the family’s values, which are often integral to the business’s identity.
Despite its importance, succession planning is fraught with challenges. Emotional attachments and complex family dynamics often complicate the process. Family members may have differing opinions on who should lead the business, leading to tension and potential conflicts. The current leader might also struggle with letting go, delaying the planning process and creating uncertainty..
Choosing the right successor is in itself, another significant challenge. The ideal candidate must possess the necessary skills and temperament to navigate this complex environment while finding ways to build trust and lead effectively. Sometimes family loyalty or personal biases can result in the selection of a less capable leader, which can jeopardize the business’s success.
Succession planning is a process which should be started early as this often requires a long preparation and extended timelines. Involving internal and external stakeholders, building consensus to reduce conflicts and seeking professional advice from legal, financial and other experts can yield valuable guidance and allow this to be a better managed, effective process with positive outcomes.