Culture, diversity and succession planning with executive search

Our unique approach to talent management is why we were recently profiled globally by the Association of Executive Search and Leadership Consultants (AESC). In the case study below we share  perspectives on our local markets and our tailored client approach.

AESC: Introduce us to the Morgan Young business

James Young – Managing Partner, Morgan Young:  Morgan Young was established 11 years ago as a privately held international executive search firm. Across Asia-Pacific, we saw the need for an agile, high-calibre firm able to partner specifically and deeply with unique client needs.

As an independently owned company with an established team, we’re able to be flexible and responsive to client needs. We pride ourselves on offering authenticity to our clients and connecting to their needs.

Most of our clients are long-term relationships. Healthy tenure empowers us to build a profound knowledge of our client’s business and growth priorities. That depth of connection allows us to handle the most senior, sensitive and transformational searches in our markets. We’re proud our Partners are personally hands-on throughout the search process. They draw upon personal connections, tenure and business skill to hand select the best candidates for each role. This translates to stronger, faster, enduring results for our clients. Above all, we’re easy to work with.

For the past decade, our firm has been the advisor of choice for leading technology, financial services and professional services companies seeking guidance on their leadership needs. We’re market leaders in big data, risk management, asset and wealth management, advanced analytics, private equity, institutional and retail banking, cyber security, consulting and the management and leadership of professional services firms.

AESC: Your firm’s success is based on a formula of art and science. Can you elaborate on how this formula works for your clients and candidates? 

James Young – Managing Partner, Morgan Young:  Executive search is often described as a blend of art and science. Our approach to balancing the art and science is part of the secret sauce that makes us so successful at what we do.

The “art” is the work encompassing our focus on relationship building, networking, gathering insights and our influence in our focus markets and key clients. The art is also our ability to read people and understand their intrinsic motivation. Its also how we explore candidate strengths and characteristics to optimally match them to an organisational culture.

The “science” spans the platforms we use for research and the tools we use to perform assessments. The science is anchored in a systematic, methodical approach, leadership assessment, psychometric testing and behavioural based interviewing. We’ve refined our science over the last decade by sourcing the most talented and senior executives around the globe.

AESC Members commit to our Code of Professional Practice. Why is this important for your clients across the ASEAN region?

James Young – Managing Partner, Morgan Young:  All AESC member firms must strive to be the most ethical, rigorous, and transparent firms in the profession. This is important because our clients depend upon a strong, shared commitment and mutual trust, candour and responsiveness. Clients expect us to be open, informed and provide impartial and objective counsel.

One can’t win client trust without demonstrating a deep understanding of their business and their market context. Clients need to know that we manage every relationship with care and that we act solely in their interests. There is an ethical obligation to avoid conflicts of interest, extending more evidence that you are that client’s trusted advisor.

Through these actions, clients have a degree of comfort knowing their firm acts in their interests and its a true partnership. Sensitive information is treated confidentially. We’re discreet and secure and protect all data and information. The highest standards at every touch-point, for both clients and candidates are expected. For our clients, it’s about trust, integrity and confidence.

In practice Morgan Young exceeds industry norms and client expectations for confidentiality, discretion and building trust.

AESC:  The AESC recently conducted a client survey with 850+ business leaders worldwide. Based on our findings, clients are looking to partner with executive search and leadership consulting firms for solutions beyond search. Can you share some examples of how Morgan Young’s service offerings have evolved to adapt to clients’ needs? 

James Young – Managing Partner, Morgan Young:  Culture shaping, working with diversity and succession planning are trends we manage daily with clients. Through our strategic partnerships, we offer an extended range of advisory services. These improve the quality of selection and ongoing success and well-being of the executives we identify for clients.

We aim to understand the values, skills and qualities of candidates to assess how they will thrive in the cultures they join. Our programs help build, train and optimise high performance teams. These teams influence how cultures evolve, particularly through market transitions and company transformations. Such programs also support cultural evolutions with services for leadership coaching, team development and psychometric assessments.

We’re passionate about diversity and the strength that comes from making decisions based on different perspectives. Our own team represents these values and we’re proud that we’re able to role model these to our clients.

Our clients know how time consuming, expensive and sensitive succession planning can be. We work proactively on succession planning, aligning to the entire organisation to assess the strengths and gaps. Above all, we know that moving an employee to a senior role can create a gap elsewhere in the team. We help clients identify the gaps and weaknesses and offer programs to groom candidates for their next role.

Finally, we work proactively with clients to manage bias in hiring. It doesn’t help team strength or strategic direction if leaders hire mirror images of themselves. We’re also sensitive to the pressures of lost productivity that arise because an executive starts a new role. Our on-boarding programs help new executives make positive impact in their new roles as quickly as possible.

For more information on how we can help your business contact us