Written Individual Analysis

Written Individual Analysis

Discovering the Next Generation of Leaders

In today’s business world, seldom is a key executive position (leadership) of a major corporation, NGO, educational institution or “hot” start-up firms ever filled without the advice, counsel and support of one of the top tier executive recruiting firms. The American Association of Executive Search Consultants estimates that the cost of a failed hire at the executive level is at least four times the salary and bonus of the position and so companies consider the placement and proper fit of its next leadership levels critical. As we study profiles of existing leaders, it is equally important to understand the process and roadmap where and how the next generation of executive leadership will originate and how you relate to the system.

Each individual will visit the websites of Korn Ferry International, Spencer Stewart and Heidrick& Struggles, the 3 largest executive recruiters in the world. Collectively, these 3 firms exceed over a billion dollars a year in total revenue through placement of leadership talent. The general assignment is to gain a comprehensive understanding of how each firm approaches the concept of executive leadership talent placement and the importance of context each place on the profiles of the executive leadership they represent.

For help in analyzing the individual firms, the individual is encouraged to use many of the following frameworks:
1. The executive recruiting websites are like topographical maps of the talent markets. What does the topography look like to you?
2. How the talent market is organized by specialties, practices, sectors, functional areas and geography of the talent is critical in precise placement. How do you relate to these segmentations? Do they work for you or against you? Was there one particular executive search firm that you feel more comfortable with than another by the way they organize for the market? Please identify and explain why.
3. What each firms’ blogs reveal relative to current issues in leadership, executive pay etc. What are some of the issues you noted and what do you have to contribute to the conversation?
4. What role do the social media giants, such as LinkedIn and Facebook play in the center of gravity for Search Firms? The individual should discover that these firms pay a significant premium to get at the profiles, track the talent and the individual’s network for their client AND that LinkedIn is THE most important single website for career development and professional networking. What do you see that needs to be accomplished with your leadership profile on LinkedIn?
5. Does the analysis compel you to think differently about their leadership profile and brand?
6. Compare and contrast the approaches used by each of the Executive Search Firms to manage and place their talent. Based on your analysis, which is more desirable to you?
7. What would be your analysis of how each of these Executive Search Firms will profile you? What are the processes they will use to capture your correct profile?
8. Will your JHU Executive MBA be an important differentiating factor in your leadership profile as you enter any of the (3) executive recruiting systems? Explain what you are doing to make it be a differentiator from someone who may graduate from the Exec MBA program at Harvard, Wharton or Stanford?
9. What were 2 -3 of the most critical white papers you found relevant reference on the websites and why where they relevant to your leadership potential?

You are required to submit a minimum 6-page individual comparative write up of Korn Ferry, Spencer Stuart and Heidrick and Struggles. Each individual will use the above frameworks, or develop other relevant issues, that best provides a way for you to explain your relevancy as a future leader to the highest profile executive recruiting firms in the world. Please email your analysis 1 week prior to the start of class. Late submissions will not be graded. The analysis write up should provide an analysis of the critical issues with recommendations. Summaries or web site descriptions (with no analyses or recommendations) will not earn a passing grade. Format should be a maximum of 8 pages, double-spaced, 12 point Time-Roman type, with 1” margins around.

Merely answering the questions will not be sufficient for a complete answer. Every personal analysis several decision points with action steps what will need to be accomplished as a result of what you learned. Identify the decision point(s), state the criteria you will use to make the decision(s), present a cogent analysis of the facts and state your position on the decision point(s). Do not introduce your stories or experiences from other than these three companies of your experiences with Executive Search Firms as this will cause confusion in your analyses.

The written case analysis will be assessed according to the following rubric:
Analysis (60%)
1. Does the answer contain a statement of the major observations?
2. Do the analyses show the relationships among important factors in the situation?
3. Are articles / readings (PDF’s) cited from the websites and are integrated into the analysis?
4. Are the assumptions made in the analyses recognized and stated explicitly?
5. Does the analysis isolate the fundamental causes of problems and opportunities you face in advancing your leadership profile?

Recommended Actions (30%)
1. Are the criteria for selecting the recommendations stated?
2. Is there a plan of action and is it linked to the analysis?
3. Is the plan specific (take a position)?
4. Do the recommendations recognize the importance of timing (short-term and long-term)?
5. Given what is known from the analysis, are the recommendations practical?
6. Would the recommendations make a difference for the long-term future?

Writing (10%)
1. Is the answer logically consistent and effectively structured for clarity?
2. Does the answer include the appropriate citations and references to the analysis?

 

 

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