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Trust and Communication – The Keys to Successful Teams

Today, with business competition, customer expectations, new technology, and many other developments, it is more critical than ever to build teamwork in your organization. The many challenges that your organization faces, the more critical it becomes that teamwork is effective. The key elements to successful teamwork are trust, communication and effective leadership; a focus on common goals with a collective responsibility for success (or failure). However, without trust and communication the team will have difficulty functioning effectively.

 

The landscape for executive search in the Technology, Communications and Media Sector is markedly changed as we emerge from the global recession. Computing Systems, Software, Communications Services and Technologies, Digital Media, E-Commerce and IT each face its own business challenges and opportunities, which will impact executive search in the sector. In a recent BlueSteps Tele-Seminar, senior executive search consultants from AESC member search firms discussed how the sector has restructured, the outlook for further changes and growth, the likelihood of leadership changes and talent shortages, and the impact of globalization.

Moderator: Peter Felix, President, AESC

Executive Search Firm Panelists:
Recently the AESC published their Q1 State of the Industry Report that revealed the Asia Pacific region to be experiencing the fastest recovery in the executive job market - receiving an extra +48.3% of business as compared to Q1 last year. These results were followed by North America (+29%) and then Europe (+26%). In order to gain a closer insight into the state of the Asia-Pacific executive job market, we asked an AESC executive search professional (often referred to as executive recruiters or headhunters), to comment on Australia’s unique position in the region.

EXECUTIVE SEARCH BUILDS MOMENTUM

Quarter one Data Reveals Widespread Growth across Industries



The first quarter of this year showed further positive signs of recovery for the senior executive search industry around the world with annual growth of 30.2 per cent in new executive search mandates and a 22 per cent rise in revenues – revealed new data from the Association of Executive Search Consultants (AESC).

I have seen many discussions and articles published recently that debate whether organizations prefer to hire internal or external executive job candidates. From my reading, I have found that many senior executives believe there is an overwhelming preference for the external candidate. Although the question of preference varies across geographical, organizational and individual circumstances - to offer a generalized answer would avoid the complexity involved in every hire - I would like to offer some hope to any senior executive who feels they cannot progress internally.

Internal Hiring Happens All the Time

Having survived four major recessions in my international career including the regional crisis in Asia during the SARS epidemic, the currency collapse in Argentina, significant subsidy reductions in the Indian Ocean Islands and now the latest recession gripping the US in 2008-2009 there remains one common thread across them all – the critical need to ensure corporate alignment from top to bottom through these economic tough times.

Communication Strategies

As companies head into recessionary periods the same type of corporate behavior typically takes place:
Looking over the landscape of opportunity now, as compared to ten years ago, we begin to realize the level of evolution that has occurred within the technology that manages our day to day life.

Looking back ten years, concepts such as Wikipedia, Google Maps, or iPods did not exist, but now they are all common words we speak or refer to daily.

Whether we are talking about going back to school or a looking for a new executive job, the question is, “should you always go for the highest ranking university or the most prestigious corporation?” Back in my parents’ day in China, all high school students took countrywide exams, the results of which determined university admissions. The higher one’s score, the more prestigious the school one attended. The ranking of each university as well as the scores of every student were known and matched so that the best performers went to the best schools.

I recently came across a great interview by Computer Weekly with Cathy Holley, a partner at AESC member retained executive search firm, Boyden. In this video interview, Holley outlines what clients are looking for when recruiting top senior executives for CIO positions.
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