Career Pathing
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Career Pathing
The workplace is changing, and so are employees’ expectations. Yet, while employers have made various changes to address their employees’ shifting needs– including offering greater flexibility, remote work, and more autonomy—many have yet to address employees’ most pressing request: career growth opportunities.
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Case Studies
Business Challenge: While extremely low turnover in the senior ranks at this mid-sized financial services organization created stability, it had become an obstacle to traditional, vertical career growth. Since career growth opportunities were perceived as limited, managers and leaders would avoid career development conversations for fear that it would only further frustrate employees’ lack of opportunities. Rather than ignoring this issue, the client wanted to help managers encourage and employees embrace the many rich opportunities for career growth and development that did exist.
Solution: CCI took a two-pronged approach and created a customized set of workshops focused on development planning and internal networking that was delivered virtually to their predominantly remote staff. Each topic had clearly defined objectives to challenge each participant’s conventional wisdom and expanding their current models of traditional career pathing.
The development planning session was first delivered to people-leaders to highlight the importance of having career-focused discussions and to help them to overcome the apprehension of engaging in such conversations. The next phase will offer this course to all employees with the goal of making everyone assume ownership of their own career development and emphasizing that career growth doesn’t need to be narrowly focused on the next level up on the career ladder.
The Internal Networking workshop was offered to all employees with the purpose of emphasizing the importance of networking inside the organization and the role it plays in career growth. CCI tailored the course and emphasized how to network in a hybrid environment.
Results: Leaders learned to have conversations with employees about career interests and motivations that enabled them to help employees identify growth opportunities. Employees began to embrace networking and recognized the need to get out of their comfort zone. Participants gained a renewed focus on internal mobility and were energized by the possibilities. Due to overwhelmingly positive feedback, the organization is making internal career management an ongoing focus and will be incorporating development planning as a standard practice for one-on-one meetings.
CHALLENGE
A world class technology services organization was experiencing a leadership restructure in the Information Technology Group and had a critical need for combined talent management services. They retained CCI Consulting to conduct an executive search to identify and secure a progressive Information Technology Leader as well as provide Career Transition support to their outgoing IT leader. Within our client’s structure, the IT leader plays an instrumental role in optimizing the partnership of the IT Organization with the business. The client was seeking a dynamic and proven industry professional who would lead the planning and implementation of enterprise information systems, aligning and exploiting technology for the advantage of the organization to lead the digital age. The role needed a visionary who was grounded in state-of-the-art technology; a leader committed to collaborative relationships; a business partner who was passionate about creating pragmatic solutions; and a mentor and coach who inspires others to continually improve, create, and innovate.
SOLUTION
After conducting a thorough intake session with the client that identified the experience, competencies, motivation, and cultural fit necessary for success, CCI mapped out a national search strategy. Our research initiative “mapped the market,” identifying companies of similar industry and complexity and individuals whose backgrounds closely aligned with the client’s specification. A comprehensive outreach campaign followed, which included marketing and networking the opportunity to engage the right candidates. We provided compelling information about the company and opportunity along with career management guidance. Seriously interested candidates were then carefully assessed against all factors for success to assure they met or exceeded our client’s need.
RESULTS
Through a collaborative partnership with our client and our internal team’s focused efforts, CCI successfully completed the search within the client’s aggressive hiring timeline. Within a six-week period, the initial slate of candidates was fully vetted and introduced to the client. The hired candidate was a candidate in this initial group. After successfully securing their IT leader, CCI was retained to attract and secure three additional leaders, (VP, Marketing; VP, Commercial Business; and VP, Litigation and Employment Law), all of which had successful outcomes.
CHALLENGE
A dynamic and growing private equity-owned, multi-site health services organization needed to identify the successor for a highly regarded, long-term member of the leadership team. Within their shared leadership culture, they needed a true strategic business partner to take a sophisticated approach to building organization leadership. The Chief Human Resources Officer needed to be capable of developing technical expertise in key areas of human resources; advancing HR programs and objectives that maximize the investment in employees; and aligning HR initiatives with the organization’s financial and operational goals. The role required a proven, insightful, collaborative, and empathic human resources leader committed to developing a high-performing and engaged workforce amongst the client’s nearly one thousand employees. The incumbent CHRO had provided a firm retirement date and our work needed to align with that established timeline.
SOLUTION
CCI partnered with the senior leadership team to gain consensus on the targeted candidate profile, which included having either “first-chair” HR experience; or “second-chair” experience if they operated autonomously. While the client would have considered a promising, high-potential candidate, the challenges of the role required a proven leader who could step right in. Through a collaborative approach, it was agreed that the search would not only focus on the healthcare services sector but also other industry experience we felt was transferrable. We conducted a national search with primarily a local or regional focus. Candidates with a broad range of experience were identified and contacted. Through a comprehensive assessment process, we narrowed the candidate pool to not only the most qualified but also the most likely to thrive and succeed in the role and environment.
RESULTS
A shortlist of candidates was submitted within the anticipated six-week timeline and candidates moved through to final interviews. At the conclusion, there were reservations about candidate style and alignment with the private equity leadership team and additional candidates were desired. We proficiently delivered another full slate of candidates for consideration. Six were interviewed and two finalists emerged, making a tough decision for the client. The selected candidate accepted the offer which we had pre-closed. The start date was more than a month before the retirement date of the incumbent and a smooth transition of HR leadership occurred. The client was very pleased with both the outcome and the collaborative partnership we provided. The hired candidate provided 20 years of experience in varied industries, including the healthcare, hospitality, and services sectors, and had successful experience in entrepreneurial settings, which fit well with the private equity leadership team and organizational direction.
CHALLENGE
A privately owned, $15M hospitality and retail organization needed to find an accomplished Chief Executive Officer to succeed an incumbent who had decades of successful history with the company. The client sought an executive with strong overall industry experience and the ability to collaborate with the first-generation senior leadership team in assuring continuity of profitable operations of all businesses. The ideal candidate would also be capable of preparing for future growth while mentoring and guiding the second-generation leadership, as that group prepared to assume a broader scope of responsibilities.
SOLUTION
Working closely with the leadership team, who had limited experience working with a retained search partner, we helped refine the job search specifications to ensure the job profile focused on the position needed and not replacing the person. Focus was placed squarely on the hospitality and retail space to be sure that the candidates could smoothly transition into the role. We primarily targeted candidates across a local (mid-Atlantic) region. Where out-of-area candidates were considered, emphasis was placed on their motivation to relocate or return to the location of the role. Careful client and candidate management occurred on this project to make sure that communication and process was smooth for all parties. This was particularly important due to the number of client stakeholders in the selection process.
RESULTS
Nearly 170 candidate profiles were considered, and four top-tier candidates were submitted to the client; all were interviewed by the client. Two finalist were identified, making the hiring decision a challenge. One was hired. The new CEO brought 34 years of experience and a proven track record in growing, developing, and optimizing profitability in the hospitality industry. The successor was hired in the desired timeline and continuity was assured. The client was complimentary of the discipline of the CCI process, the caliber of the candidates, and the overall result.
CHALLENGE
The COO of the Health Department of a large metropolitan city resigned for a career development opportunity. The incumbent was a recognized leader and trusted partner to the Health Commissioner, who was respected and well-networked throughout the city. The successor would have big shoes to fill. CCI was selected for this assignment having previously been involved in a successful search engagement for the client.
The COO led a team of 60+ employees and was responsible for managing the agency’s financial, information technology, and facilities relocation infrastructure, and ensuring that that infrastructure supported the agency’s public health priorities and programs.
SOLUTION
CCI partnered with the Health Commissioner and other constituents to identify the key requirements of the position and the competencies and experience necessary for success and the geographic scope of the project. A national search, with an emphasis on local and/or regional candidates was undertaken. The city’s process had unique circumstances and protocols that were followed. CCI’s project lead developed a strong, consultative relationship with the Commissioner and was available off hours to accommodate completing priorities.
RESULTS
Three finalist were identified and brought through the reference checking phase. An “ideal candidate” finalist had an extended start date and CCI kept the lines of communication open with the candidate to assure engagement. The new COO quickly assimilated into the leadership team and became engaged in all areas of responsibility. The search campaign was viewed as a great success and the client has since engaged CCI for the recruitment of two new leadership searches.
CHALLENGE
A privately held, $275M manufacturer of wood specialty products needed to identify the successor for a retiring financial leader who was an integral member of the executive team and a critical advisor to the CEO. Poised for dynamic growth, the organization desired to engage and secure the next CFO, who would work in tandem with the incumbent to smoothly transition all strategic business matters and responsibilities. This national search targeted a true finance and operations leader with an MBA, proven capabilities, and a scope that included Corporate Finance, Operations, Safety and Risk Management, Information Technology, Business Intelligence, and Human Resources Management.
SOLUTION
Working in full partnership with key stakeholders, CCI facilitated alignment around the company, culture, job brief and candidate competencies. Key near-term and long-term objectives were identified, as well as challenges and opportunities that existed for the new CFO. CCI mapped the market at a local, regional, and national level, targeting specific industries and candidate profiles. Outreach and a networking campaign were conducted to market the opportunity and engage the right candidates for the role. Candidate benchmarking conversations occurred with client to optimize efficiency and alignment.
RESULTS
An exceptionally talented group of candidates were evaluated, presented for consideration, and interviewed by the client. The selected candidate brought 30 years of experience and a proven track record in all functional areas required along with global manufacturing experience and a history of optimizing profitability. The successor was hired in the desired timeline and continuity was assured. The client was complimentary of the discipline of the CCI process, the caliber of the candidates, and the overall result.
