Tag Archives: Strategy

What is top talent and how is that identified?

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As a part of our talent acquisition engagements, we ask our clients how they define “top talent” and how they would assess those traits in the interview process.  Reflecting on the insightful comments we hear every day, we thought there would be great value in a new blog in which senior executives/thought leaders share their “Take on Talent.”

This is the thirteenth in a series of blogs/interviews with senior executives who are thought leaders in the areas of Talent Acquisition, Career Development and Leadership who will share their perspectives on this ever present question.

 

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Steve Rudderham, Vice President, Global Business Services,  Kellogg Company

Steve Rudderham join Kellogg in 2016 as Vice President, Global Business Services. In this role, he is responsible for leading the current operations within GBS, continuous improvement, and global expansion. As well as the day to day operations, Steve is responsible for understanding industry trends, bench-marking against peer companies, and developing programs and projects that drive significant improvements in cost, process quality, and service delivery for multiple functions and global markets. He is also required to identify and leverage best practices, and standardize processes, policies, and practices to deliver significant improvements and savings in line with committed business cases and budgets.

He has 20 years of global experience across Business Process Outsourcing, Insurance and Lighting. He also has a broad operational background having led teams on the ground in the United States, Europe, Latin America, and India. Continue reading →

Leadership styles must change in the new era of “always on” transformation

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photo 1by Lars Fæste and Jim Hemerling

In the face of disruptive technologies, globalization, and a volatile marketplace, leading companies are committing to a new kind of transformation.

Instead of pursuing it as a onetime, crisis-driven initiative and instead of focusing primarily on cutting costs, they are committing to “always on” transformation — profoundly changing their strategy, business model, operating model, people, and organization on an ongoing basis in order to stay ahead.

The new approach demands a new kind of leadership — leadership that is not just directive but also inclusive and that has an appetite for risk, says a new e-book published by The Boston Consulting Group (BCG). Transformation: Delivering and Sustaining Breakthrough Performance draws on the firm’s work in more than 400 transformations that generated a median annual impact exceeding $340 million through cost cuts, revenue increases, the application of capital efficiency levers, and improvements in organizational performance. Continue reading →

Five habits of people who get promoted to leadership

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by Rebecca Newton

Are you one step away from a senior leadership role? The secret to getting over the line and being promoted to that new leadership level can be one simple thing: giving yourself permission to lead.

People are often told that in order to move to their next level they need to “work on their leadership.” Except that, confusingly, the feedback they get on how they lead people and teams is already positive. There doesn’t seem to be any question of their leadership skills at all. The issue may not be how they lead others (influencing and facilitating) but rather how they lead the firm (driving the business forward). Continue reading →

Senior BPO Sales Executive

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The Senior BPO Sales Executive is responsible for achieving profitable sales growth by managing/closing multiple sales campaigns using deep sales process and offering or product expertise within a complex market or emerging market/white space. The role report to the Sales Management Director and is focused in Pharma/Life Science Industry sector.

 

 

Responsibilities:

Grow the Business:  Drives sales opportunities to closure – increasingly selling a mix of defined solutions/extensions and new offerings or products into white space; wide range of service group offerings and deal structures Continue reading →

4 Steps to a Better Management Technique

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photo_uniqueEffectively managing people is difficult, and no one is born knowing how to do it. Fortunately, management can be learned. We suggest following these four steps, which are simple, but time tested:

1. Set appropriate goals.

Goal-setting is essential. It helps employees prioritize their activities and focus their efforts. When setting goals with employees, you should make sure that they are SMART goals (specific, measurable, action oriented, realistically high, time and resource bound). The goals must also be meaningful to the employee. Sufficient rewards for goal achievement and consequences for failure should be specified. This will ensure that the goal and what’s needed to achieve it will rise to the top of the employees’ “To Do” list. Continue reading →