Top management shifts are inevitable: leadership succession demands forward planning and courage. Yet too many boards are ill-prepared for C-level changes. Uncertainty and a breakdown in employee, brand and shareholder confidence often ensue.
At Amrop Carmichael Fisher, we focus on those executives who play a strategic senior role within an organisation. We work with you to establish a robust process to ensure your new leaders are in the right place at the right time, facilitating difficult conversations in board meetings where necessary. Not only do we handle established CEO, CFO, COO or other CXO roles, we help you scope fast-emerging new roles and new business competencies, leadership skills and profiles.
As a retained executive search firm, we help you identify, attract and hire the executive leaders who will impact your turnover, productivity, customer loyalty and profit.
As a leadership advisory firm, we know that good leadership creates employee engagement and passion. We work closely with you to ensure that your strongest internal talent is kept top-of-mind and provide tailored-made management audit and assessments, leadership development and talent programs that form the backbone of talent retention, succession and transition planning.
The backbone of succession planning
Organisations that hire and develop exceptional management teams from deep within are better placed to anticipate uncertainty and plan for succession. As your partner on internal senior talent management programs, we help you identify, position and develop your strongest internal players.
Amrop Carmichael Fisher is much more than a retained search firm. We accompany your organisation through its executive life cycle, helping you to plan and facilitate the critical moments.
As C-suite experts we focus on senior, strategic executives, leveraging their experience and insight to elevate your culture, operations, and performance.
Boardroom Talent: How can Executive Search do better?
Executive search consultants are extremely discreet; their clients and candidates need them to be. For Amrop’s Eelco van Eijck, one undesirable consequence is that clients lack a clear view of his profession. And that the sector feels insufficient incentive to apply professional and behavioral rules, or develop its quality standard.
The New Shape of Work: Why the Only Way Up is No Longer Up
Any credible career should follow an uninterrupted, upward trajectory, or so the assumption goes. Many hiring organizations, executive search firms and leadership candidates still exercise this kind of ‘up or out’ thinking. Yet a growing number of successful executives are seriously questioning What’s Next.
Make or Break: Transition Coaching for Incoming Executives
Whether you are a senior executive facing your first months in a critical role, or a key internal stakeholder in an incoming leader's transition process, Amrop invites you to explore the emotional landscape facing every new entrant, and discover some keys to its successful navigation.
Let's discusst your talent acquisition needs to better understand who the right candidate is for your company