BMG provides proven executive recruitment, leadership development and coaching services. With the onset of a growing number of retirements, combined with changes and challenges in meeting organizational objectives, we are noticing the greatest need we have experienced in years, for talent in the not-for-profit and public sectors.
We invest heavily in an initial consultation process to engage key internal and external stakeholders to discuss the issues and opportunities facing your organization; the ideal candidate competency profile; and the delineation of the position’s role, mandate and priorities. Our highly personalized process conveys respect to stakeholders and engages them early on in the eventual success of a new incumbent.
Pursuant to approval of a comprehensive Executive Brief, we undertake a rigorous and comprehensive approach to primary research which leaves no stone unturned in identifying individuals who fit the ideal candidate profile as closely as possible.
Our in-depth behaviorally-based interviews provide rich insights into a candidate’s experience as well as his/her thoughts on the future of your organization. We provide you with detailed summaries on the candidates and access to the full universe of sources and declared candidates with whom we have held discussions. We also provide you with comprehensive leadership assessment capability that affords additional insights into a candidate’s temperament, affinities, motivations, strengths and weaknesses.
Our reference and background checking is exceptionally thorough.
Importantly, here’s what we don’t do: ‘recycle’ candidates; offload administrative work to you; utilize junior personnel for core search activities; provide high level comparative grids as compared to thorough candidate summaries; or, cut corners.
Further, we invest with you in new manager/executive integration, to help ensure a successful onboarding process and ultimately successful placement outcome. This process includes facilitating the determination of mutually agreed goals between you and the newly hired recruit; provision of confidential coaching for the new incumbent; regular check-ins throughout the first year of his/her tenure; and 360 survey of the newly replaced manager at the 3 and 9-month marks.
The hiring decision is the most important one your organization will make, and we work with you with this in mind with every step of the way.
Highly effective people strive to find a balance in their lives. Not an easy task when so many demands are placed on them both professionally and in their personal lives. Executive coaching can benefit individuals at different stages of their career. This may apply when an individual has been newly appointed to a senior position, when struggling with performance expectations or after mastering a position and preparing for the next career challenge.
Executive coaching has a purpose and many functions. It is effective when tailored to an individual’s needs. Key uses include succession grooming, leadership development, performance improvement, interpersonal skills development and promotion support.
We believe that leaders can exist at all levels of the organization. Our approach to Leadership Development starts with identifying your organizational-specific leadership competencies. Once we are able to reach consensus on what leadership means within your organization, we will work with you to ensure alignment with all other human resource processes.
Through workshops, coaching and mentoring relationships and other processes of engagement, we will work with you to identify and grow the leadership that exists within your organization.