Business leaders finding and mentoring business leaders

Executive Search and Succession Planning

Hill Coates Associates undertakes ‘retained’ executive search where organisations brief us to identify and attract senior executives to join them in a specific role. The process starts with a formal briefing including the strategic intent of the organisation and the background to the assignment becoming necessary. We consider the role and firm’s culture in great detail as well as the sort of people who will fill it and where we will find them. We summarise all this in the assignment proposal which, once approved, launches the assignment.

Hill Coates Associates compiles a briefing document to be sent to suitable candidates along with a target list of companies that will contain them. Sources and known contacts working in the subject area are spoken to and, ultimately, we approach actual candidates. The consultant responsible interviews the most suitable candidates and those who he or she feels best fit the role and the organisation are included in the long list. This is presented to the client and, after full discussion, the short list is selected.

The client interview process follows, through which the final candidate is selected. Detailed references are then taken as well as any psychometric testing or other assessment that may be required. We support the client through the contract negotiations and making the offer to the selected candidate. Once this is accepted and the selected candidate is safely ‘on-board’ the assignment is complete although we remain in touch with both the new executive and the hiring manager for the following six months.

Where Boards or Management Teams are thought to be deficient in any way we provide a Talent Mapping service to identify suitable talent ahead even though a formal search assignment is not authorised.

Private Equity Search

Hill Coates Associates offers the following services to private equity firms and their portfolio companies:

  • Introduction of Senior Industry Figures as possible Chairmen/Operating Partners who can:
    • Give authoritative view of sector trends/opportunities
    • Identify potential target investments
    • Be used in any current/imminent acquisition processes
  • Early identification of management teams once Investment Memorandum obtained
  • Management Assessment to assess team suitability
  • Executive coaching where appropriate
  • Succession planning or executive search for management team members not fit for purpose
  • Advice on contract termination or formulation of new contracts
  • Deep background checks if required over normal reference checking

Leadership Consulting

Hill Coates Associates provides leadership consulting services through our associate company Pendleton King who specialise in:

  • Developing the effectiveness of professionals and individual leaders through both assessment and coaching
  • Developing cohesive teams through a programme of workshops, which enable alignment, enhance their clarity of purpose and interdependence
  • Designing, leading and contributing to executive education programmes to enhance the effectiveness of key groups of leaders in organisations

Assessing individuals is a process driven by data that describes a leader’s developmental potential and current level of performance.  It includes: psychometric questionnaires and 360 degree feedback, in-depth psychological interviewing, reporting and feedback.

Executive coaching is offered to individuals who want to develop and change the way they lead and manage within their organisation and helps them to:

  • Develop communication and influencing skills
  • Manage conflict more effectively
  • Set strategic direction and lead its implementation
  • Build resilience and the ability to handle pressure and stress

The central concept in Pendleton King’s approach is that complete leadership is only likely to be demonstrated by teams comprising leaders with complementary skills and attributes working effectively together. Team development workshops aim to facilitate this approach and are based on the belief that teams that plan strategies and tactics together are most likely to become committed both to the plans and to each other.

The team development process may include either full assessments of each team member, or the collection of psychometric and 360 feedback data so that the attributes and capabilities of the team members can be discussed during the team workshop.  Careful facilitation ensures that this discussion is open, positive and energising and it invariably leads to constructive, honest discussions that can lead to significant breakthroughs in team dynamics.