With increasing complexity and challenging times ahead, the need for good leadership in our societies is becoming more pressing. At the same time, concerns are being raised about the profiles of those leaders in power and in positions of authority. It is worrying that so many senior level placements are still affected by gender, ethnicity, age and geographical location. Acting behind the scenes of top executive placements, are often executive search firms. Executive search firms are in a prime position to take larger responsibility for helping to ensure executive placements that better represent the interest of their organisation’s entire community. As the market for C-level and senior leadership profiles is rapidly evolving, can the executive search industry keep up?

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Having the right leadership in place is more important than ever and the demands on our leaders are growing. How do you find the type of leadership you need to future proof your organisation? And how can you work to ensure a pipeline of these leaders to ensure long-term success? Below we discuss how leadership development initiatives can be key and how the talent review process can be a cornerstone to help provide leaders with the support they need.

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We examine the case for diversifying the profiles and skillsets of non-executive directors particularly given the ongoing corporate climate of digital disruption, and geopolitical instability. The why, the who, and the how, of bringing in the diverse fresh perspectives essential to creating a more resilient and sustainable board composition.

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In our rapidly evolving business landscape, Artificial Intelligence (AI) has come to reshape our ways of working. As AI systems continue to evolve and are integrated into various facets of our professional and personal lives, what skills are critical to harness the benefits of the synergy between human intelligence and AI capabilities? The ability to work effectively with AI is not merely a professional advantage but a prerequisite for navigating the complexities in an era dominated by revolutionary technological developments.

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Today’s business landscape demands that organisations and companies take a position on the big issues of the day, being able to clearly define their role and purpose in society. Taking for instance the growing "anti-ESG movement”, companies do best in addressing this issue head-on and acting ethically responsible, instead of retreating to the sidelines. Taking a public stance and being able to clearly define the value you add, has become a top leadership priority closely linked to the long-term value creation of the company. The right leadership is key to help companies withstand these challenges.

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Much is different now from when people left their offices in March 2020. With the world around us in turmoil, employee motivation down in many organisations, all-time low employee engagement and a competitive candidate market, it is no wonder that we blame remote and hybrid working for the root cause of these growing problems. We are many who look to company culture as the hero of the hour, to help us turn things around. How do we build company culture to meet the present circumstances in the workplace?

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Getting into the mindset of executives and the type of leadership they will pursue to promote the success of their organisations in the coming year, below we explore some of the leadership trends dominating our current dialogues. Adapting to these trends leaders will be able to better evolve with the changing business environment, creating a positive work environment, building strong relationships with employees, and help them remain competitive.

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The impact of good leadership extends far beyond immediate goals, shaping a resilient and adaptable workforce prepared for the challenges of tomorrow. In this context the significance of genuine leadership cannot be overstated. What does today’s good leadership look like and how can we work to ensure that we foster and empower leaders that will help make our organisations and businesses thrive? Below we explore the type of leadership called upon today and what to think about when evaluating leadership within your organisation.

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The complex challenges of our modern era demand leaders with the ability to balance the urgent with the essential, to navigate the intricacies of a rapidly evolving world. The pressing issues of today, such as climate change, global health crises, geopolitical instability and technological disruptions, necessitate leaders who can transcend short-term gains and envision solutions that resonate across generations. We hear these demands echoed not only within business life, but they also apply to our political leadership. So how can leaders strike this balance and build resilient organisations that can perhaps even come out stronger than before?

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So much has changed for business over the last few years, globalisation, tech disruption, climate change, geopolitical instability and it is fair to say that this will continue. This new business landscape requires something extraordinary in leadership: individuals who can navigate volatility, harness resilience, foster agility and integrate paradox. This unicorn breed of leaders are sustainable leaders, and their value has never been clearer.

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Good leadership is not something static, but constantly evolving, adapting to the context where it resides. As we navigate through the complexities of the 21st century, traditional paradigms of leadership are increasingly being challenged, faced with increasing stakeholder demands to have organisations better equipped and able to meet our dynamic world. This new era - the fifth industrial revolution - demands a re-evaluation of leadership style.

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Today’s candidates have more choice, more individual values and are generally more selective when it comes to making their next career move than ever before. So how to get ahead in today’s war for talent?

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Daniel Mannheimer, Head of Leadership Consulting and Chartered Occupational Psychologist at Alumni, discusses how balancing paradoxes has become an essential leadership skill in today’s disruptive business climate.

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The executive search and recruitment industry is at the forefront of shaping the future of businesses through the selection of top leadership. Identifying exceptional leaders is crucial for driving organisational success, but the process is not immune to biases. In this article, we delve deeper into some of the common biases that plague the industry and explore actionable strategies to dismantle them, fostering a more equitable and progressive hiring environment. 

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Recently launched - Alumni Sustainable Leadership Model. We can accurately score an individual's ability to lead in what we call, a sustainable way. Through this advanced framework, we aim to empower organisations and individuals alike, to foster enduring leadership qualities that positively impact both personal and professional realms.

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Victor Reis at Alumni, in this serie of short articles, provides a brief overview of some of the most common and influential theories within leadership.. This time on Transactional Leadership.

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Volatility and complexity are the ongoing backdrop for the world of work today and the global situation requires collective adaptation to ever-changing conditions. Core competency requirements for employees are evolving and they require a fresh stance from leadership in order that the workforce adapts and grows to be effective in the face of rapid change. This article takes an overview of what competencies are required, and what it requires from leadership in order to create a climate of positive change.

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In a fast-paced, technology-driven world, the question arises: Can technology be a force for good, helping us overcome bias and improve access? As we experience a technological revolution that empowers us, it's crucial to explore how technology can remove human weaknesses and promote diversity. Remote working platforms have widened our scope of talent networks, while computing advancements have transformed employee engagement. However, biases persist, perpetuating gender, racial, and age-related stereotypes. Rewiring algorithms and fostering diversity in AI development are essential to create unbiased solutions. As recruiters we play a vital role and must address biases, embrace diversity, and help shape a future where technology serves as a catalyst for positive change.

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We have over 30 years’ experience in supporting organisational HR. We have international presence and global reach paired with local knowledge and networks. We can help you find specialist ESG expertise or work with you to develop awareness in your leadership and their teams.

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Alumni consultant Anna Pihl Hedsund presents the current changes and challenges that they are witnessing in the labour market and discuss how organisations can best respond in order to weather the storm.

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