Beyond the placement of key executives, Visionary Talent Partner teams are working to reduce turnover across the organization, optimize executive talent composition, and execute periodic data supported reviews of talent, culture, and organizational maturity in order to hit one-year value creation targets and increase the possibility of total value creation goals.Request a copy
Analytical approaches to management scorecards and protocol will replace gut instincts and interview-driven assessment of leadership. Assessments will include both executive search and talent firms, but also a more scientific, analytical approach to assessments.
It is essential for PE firms and the executive teams at the portfolio companies to move quickly in order to start potential corrective actions early during the holding period in order to maximize chances of hitting aspirational value creation assumptions.
There is a shifting trend towards establishing playbooks of evaluation, resources and support at different stages. With the increasing recognition that leadership talent is a major driver of superior returns, talent partners are able to gain buy-in from deal-partners.