Russell Reynolds Associates: Rethinking Successful Leadership Imperatives
Leadership StrategiesLeadershipBoard and CEO Advisory
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Leadership StrategiesLeadershipBoard and CEO Advisory
The HRTech Outlook APAC article, "Russell Reynolds Associates: Rethinking Successful Leadership Imperatives," quoted Russell Reynolds Associates Consultant Peter L. O'Brien​ and showcases our organization's strengths in addressing issues pertinent to the HR sector by implementing current trends, winning us a spot in​​ HRTech Outlook APAC's "Top 10 Assessments Service Companies in APAC - 2021." The article is excerpted below.​ 
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HRTech Outlook

There is probably nothing more arduous for a company t​han going through a successful leadership transition. By the very nature of the role, a new leader’s actions or inactions directly account for a business’ future course—for better or for the worse. However, regardless of whether an internal or external candidate is selected to become the successor, leadership search, advisory, and assessment are only the starting line of such a massive transition program. What deserves equal attention, alongside, is what happens after the next leader is identified, i.e. their impact on organizational performance, culture, and diversity. Companies today feel one in five executives should not have been hired due to poor cultural fit, failure to meet basic requirements, or lack of evidence based tools to make the right decision. This is where a proven ‘data-driven leadership advisory’ approach to executive succession can make all the difference to help an organization succeed and achieve enhanced performance. As challenging as the task sounds, the global leadership advisory and search firm, Russell Reynolds Associates, makes such leadership transitions a seamless affair. 

De-Risking Leadership Appointments Since 1969  
Russell Reynolds Associates was founded by an investment banker, Russell Reynolds, who left JPMorgan to disrupt the people search industry. He made it his mission to redefine the people search industry, professionalize the occupation, and attract ambitious, high-performing leaders who would bring fresh ideas to the industry. Today, however, the business has expanded well beyond just an executive search company. It has become a leading management consulting firm, offering leadership advisory services to help organizations across industries reduce leadership risk and ensure its long-term success.  

To achieve this, Russell Reynolds Associates implements Leadership Span, a proprietary framework developed in partnership with Hogan Assessment to provide an indepth evaluation of each leader and enhance the leader pool’s overall quality. “This unique approach allows us to advance the science of executive assessment, increase the predictability of performance in leadership roles, and reduce risks associated with the appointment of a leader,” indicates Peter L. O’Brien, the Head of Russell Reynolds Associates in the Asia Pacific region (APAC). 

Taking this even one notch higher, Russell Reynolds Associates also recently collaborated with the United Nations Global Compact (UNGC) to better understand the DNA of a sustainable leadership team. Based on the research, Russell Reynolds Associates has compiled a playbook for organizations to integrate sustainable leadership, including diversity, equity, and inclusion (DE&I), at the core of their work culture. “DE&I is important to us and our clients, which is why we were so proud to be accredited for the FTSE 350 category, which acknowledges firms with a strong track record in the promotion of gender diversity” highlights O’Brien. 

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Moving forward, Russell Reynolds Associates intends to continue assisting similar clients to reinvent their organization’s culture ​and leadership frameworks. In that quest, the company is quickly expanding its capabilities to assist clients both technologically and geographically. And in all its efforts, Russell Reynolds Associates intends to prove that a ‘data- driven approach,’ especially in leveraging AI and advanced data analytics, helps to effectively ensure meaningful leadership transitions and build more inclusive organizations for the future.  

To read the full article, click here​.​