Agreus’ Post

Ever pondered what makes a Family Office CIO truly exceptional? Our latest article delves deep into the core qualities and strategic considerations essential for this pivotal role. With our tailored recruitment solutions and deep understanding of Family Office dynamics, we're here to guide you to your perfect CIO. Read the full article here: https://lnkd.in/ePf4Br_a #FamilyOffice #FamilyOfficeRecruitment #CIO #Leadership #Recruitment 

🔍 7 Key Qualities of an Effective Family Office CEO Navigating the complexities of managing family wealth requires a unique blend of skills. Angelo J. Robles highlights essential qualities that differentiate a Family Office CEO: - Visionary Leadership: Anticipate changes and opportunities. - Emotional Intelligence: Manage family dynamics with empathy. - Strategic Agility: Adapt quickly for sustained success. - Operational Expertise: Master financial and risk management. - Innovative Mindset: Embrace new technologies and strategies. - Ethical Governance: Uphold the highest standards of ethics. - Cultural Competence: Respect diverse backgrounds and perspectives. Explore more insights in the full article by Angelo J. Robles. #FamilyOffice #CEO #Leadership #Ethics #Finance

Thrilled to share my insights in this article for the @Canadian Family Offices, shedding light on the critical aspects of preparing for the inevitable leadership changes. Carpe diem - seize “today” and start planning for “tomorrow” to ensure a smooth transition and safeguard the legacy of your family office. Transition, talent, time, and technology – the four Ts to consider when planning your family office succession.  #familyoffice #wealthtransfer #successionplanning #governance #wealthmanagement

This is a great article by one of our Director’s in our Private Wealth service line on the importance of planning the succession of your family office.

Excellent insight from Heidrick & Struggles on the changing landscape for #PE CEO searches. While driven by private equity, the learning applies across public, private, family and PE owned companies. Key change is to assess potential operating company CEO candidates for the future rather than relying largely on past performance to understand potential. (1) Assess for the how -- focus on how the candidate will lead Vs what they’ve already done. (2) Mitigate risk.  A non-traditional or unproven leader may have high potential but lacks experience with specific issues or challenges. Mitigate that risk through strategies like hiring an executive chair to back up a non-traditional CEO, or additional operating resources including a strong set of independent board members. (3) Know your sector dynamics and build into a flexible assessment and hiring playbook Amanda Worthington #PE #privateequity #leadership #Growth #leadership #csuite #boardofdirectors #recruitment #Entrepreneurs #ceo #BestPractices #Search #ExecutiveSearch #BoardofDirectors #BOD

A Family Office CEO is a trusted advisor, strategist and guardian of the family's legacy. In our latest article, we explore the key qualities that define a successful Family Office CEO and what families should look for in such a leader. Read the full article on our website via the link below: https://lnkd.in/eX6wMybS   #FamilyOffice #FamilyOfficeRecruitment #Recruitment #CEO #RecruitmentSolutions #Leader #Leadership #WealthManagement #InvestmentStrategy

A Family Office CEO is a trusted advisor, strategist and guardian of the family's legacy. In our latest article, we explore the key qualities that define a successful Family Office CEO and what families should look for in such a leader.

A good old-fashioned task force can help #boards depersonalize the process of picking new #leaders. Rather than fear the inevitable #ceo departures and having to start from scratch, companies and boards should be thinking about the next CEO as soon as the current one is hired. One of a board’s most important tasks is to ensure the successful transition of power from one CEO to the next. Yet McKinsey & Company analysis has shown that between 27 and 46 percent of executive transitions are viewed as failures or disappointments after two years. When planned effectively, CEO succession is more than a changing of the guard it’s an opportunity for the entire #organization to grow and evolve. Developing CEO succession planning best practices and a clear process will ensure the CEO and the organization advance and thrive together. To succeed with succession planning, boards must recognize and address their and potentially, the outgoing CEO’s tendencies toward similarity bias. This occurs when individuals are inclined to evaluate more favorably or behave in a more positive manner toward people they perceive as sharing their own identities or other characteristics. #research has shown, for instance, that venture capitalists are more likely to evaluate an investment opportunity favorably if they believe the founding entrepreneur thinks in a way similar to their own. https://lnkd.in/emTHAHT8

Find out why traditional ways of identifying top PE talent are no longer effective. Heidrick & Struggles' Jason Henderson and Amanda Worthington recommend why PE firms must learn to assess potential operating company CEO candidates for the future (the “how”) rather than relying largely on past performance (the “what”) to understand performance and potential. Read the article here: https://bit.ly/3wQDq6h. #leadership #privateequity #ceos #ceohiring #pefirms