Home External hiring can so often be a panicked reaction to losing a key individual from an organisation, and is certainly not the only available solution.
One of the highest costs when appointing a new Executive is that of lost time and opportunity before the new hire becomes productive. Therefore, any organisation must be confident that they are making the right hire before investing in a chosen individual.
With that in mind, it surely makes sense to stop and think for a moment before making a new senior appointment. The Management Audit helps determine real required skill-sets and the cultural fit of the individual needed to fulfil expectations, short, medium and long-term.
Essentially management Audit de-risks the decision making process.
There are many benefits to assessing the strengths of existing management and team structures. Succession planning, establishing areas and skills that may be improved or which may be missing altogether, realigning talent with organisational strategy, just to name a few.
From a longer term viewpoint, it can help ensure the retention of key people and thus the longevity and stability of a team and subsequently revenue.
It can create a dependable prediction of a future individual's performance, and will help set forthcoming objectives for both key individuals and teams.
Our Audit may be used to determine the direction that a team is going in and could be used hand in hand with strategic or tactical planning as it helps align individual and organisational performance and goals.
The Management Audit can be included as part of an Executive Search but is also often undertaken as an independent assessment as a prelude to building up and developing a team.
