“From MBA to CEO” ”The job of the CEO, and how you get it!”

“From MBA to CEO”

”The job of the CEO, and how you get it!”

May 2012

Egon Zehnder International

EgonZehnderInternational



2© 2012 Egon Zehnder International

Today’s discussion

Career development and your personal brand

How to work with search firms


Career development is a lifelong process

Keydecision

- Education- Functional area- Industry

- Stay or change- Functional or general- Domestic or international- Life-style

- Stay or change- Up or level out

- So what?

Entry

Careerdevelopment

20 - 30 30 - 40 40 - 50 50+

Development Entry MaturityDecline or Revival

Retire-ment

Your long-term potential is driven by a number of factors

Learning Ability

Ambition

Leadership Competencies

Potential

PeoplePeople

CuriosityCuriosity

Motivational drivers

Motivational drivers

Life choices and values

Life choices and values

ChangeLeadership

ChangeLeadership

ResultsOrientation

ResultsOrientation

StrategicThinkingStrategicThinking

Energy and drive

Energy and drive

Independent thinking

Independent thinking

© 2012 Egon Zehnder International


Over time, you build a professional platform based on four pillars …

Yourprofessional

platform

Functional knowledge

Industry experience

Results

Competencies


Your professional platform, personality and lifestyle choices create your personal brand

Competencies

Results

Industry

Function

IQ a

nd

EQ

Co

mm

un

icat

ion

Lik

eab

ility

Wo

rk /

life

pri

ori

ties


10 golden rules for success in your career (1/2)

1. Choose a role which plays to your strengths and life values - Reflect on your competencies and values

2. Go for blue chip companies early in your career – if you can- They will show you what “good looks like”

3. Choose a metier and get good at it- Your professional platform is a key part of your personal brand

4. Build internal and external networks- A good mentor at the right level is worth gold

5. Make sure you can give priority to company goals rather than personal ones

- Hard work, loyalty, and commitment are rewarded by most


10 golden rules for success in your career (2/2)

6. Results are what matters - A good career opportunity is a challenge which allows you to show visible results

7. Work on weak spots and leverage your strengths- Realism about own competences counts more than big ego

8. Go for the challenge – not for the title- A good career move gives you opportunity to prove yourself and show results. Title is less important

9. Be focused and proactive – but not pushy- Take stock at regular intervals and try to be in the “driver’s seat”

10. Be realistic- Better to be a top CFO than a weak CEO


Today’s discussion

Career development and your personal brand

How to work with search firms


The Executive Search Industry is relatively young and started as a spin-off of management consulting

• A young industry originated in the 1940s US as offshoot of large management consultancies

• Five truly global players: Korn/Ferry WM, Spencer Stuart, Heidrick & Struggles, Russell Reynolds, and Egon Zehnder International. They all differ in how they operate and in their internal set-up

• Significant amount of “mid-tier” companies and even more local players

• Three key activities; Executive Search, Talent Management/Assessment, and Board Consulting


The typical search process

• Target companies screened• Potential candidates identified

• Sourcing calls• Reference calls• Target calls

• Primary candidates identified

• Candidate interviews

• 3-4 candidates presented

• Not relevant• Not qualified

• Not interested• Not qualified

• Not qualified

• Not qualified

ContactedContacted

ContactedShort-listed

ContactedInterviewed

ContactedScreened

ContactedPresented

1st step: in-depth briefing with client on role, its challenges, deliverables, candidate experience and competencies required, company culture etc.

How executive search firms work

• Totally client focused and retained (esp. the big players) – they are driven by client needs and assignments as well as business development activities, not by candidates’ needs

• A consultant typically works on 5-10 projects in parallel

• You should expect a response, but don’t take it personally if it is generic

• Interested in meeting you now if your profile is relevant for a specific search of if you fall into specific area of interest

• The good ones have a long-term view of relationships

• The biggest players tend to have the widest network, though some have barriers between countries

• You can typically rely on total confidentiality, but do inquire if you have doubts


Building relationships with search firms

• Try to identify the most relevant consultant at the search firm you want to get in touch with (most have consultant profiles on internet) based on your specific industry, functional expertise, or similarity in backgrounds (e.g. business school)

• Even better, try and find someone who can introduce you

• Approach the headhunter in the industry or functional sector where you are proven

• Take a long-term perspective on the relationship – it is likely to last for many years

• See it as a two-way street

• Stay in touch periodically (every 6-12 months)

• Maximise your chances by getting in touch with the big players. Ask them for introductions to other search firms. Avoid the cowboys



Some tips as you go through the process

• Your CV

1-2 pages chronological style - make it easy to scan in 30 seconds

Outline challenges and quantify your achievements

Be clear about your responsibilities (people, budget, P&L, geographical scope)

Never, ever lie in your CV

• Interview with a search firm

Be ready to talk about your whole career – what is the common theme and story?

Some questions are best answered with specific examples – have these ready

Communicate successes and be open about failures and development areas

Be transparent

• Interview with a client

Always come prepared and do your due diligence

Remember to listen and ask good questions. Check back in with your interviewer

Don’t brag. Strike the right balance between success and learning

• Test and references

Testing is a good complementary tool but should never replace references

A good search consultant is thorough and takes references – informal and formal

References are not about seniority or friendship but should come from people you have worked with


Some common pitfalls we observe in job seekers

• Not enough preparation to understand a client organisation

• Not asking challenging and insightful questions

• Being precious and not nice

• Not being flexible enough in terms of role / responsibility / compensation make-up

• Worrying too much about past lay-offs or a career mistake (though these should be in moderation…)

• Assumption that a “double-switch” is easy

“From MBA to CEO” ”The job of the CEO, and how you get it!”

Career

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