ASSESSMENT & SUCCESSION  |

THE RIGHT (FUTURE) LEADERSHIP IN THE RIGHT (FUTURE) ROLE  |

Building a future business for future markets with future talents and a supportive organizational culture, is a challenging job to do. Organizational culture creates the foundation for strategy to succeed and will either be a company’s greatest asset or largest liability. A sound strategy must be supported by an enabling corporate culture. A supportive culture is most often intentional. It is built by design.

Successful leadership and management assessment and succession depends upon truly understanding the context – the match to strategic goals –  and being able to link the role and the person in a seamless way. Our assessment and succession solution give you an objective, actionable picture of the culture and talent you have, the culture and talent you need and we work with you to close the gap.

Step 1  |  Based upon your purpose, mission, vision and business strategy, we will help you define the desired organizational culture and the corporate values that match to your DNA.

Step 2  |  Based upon your business strategy and the organizational culture you would like to create, we will help you better understand what kind of talent you should be seeking for across all levels of the organization, matching to your defined culture, including the talent market in which you compete.

Step 3  |  We will help you better understand your current organizational culture and the interconnection between the current culture,  your corporate values and your business strategy. What is the gap? In what way does your current organizational culture and values match with your business strategy?

Step 4  |  We will help you better understand what your current talent is capable of and matches with your business strategy. What are their technical know-how or market / product knowledge, their skills, and experience, their career drivers, motivation, mindset and styles, their personality and behavior, as they play a key role in supporting the judgements that people make? Are these sufficient to build and sustain a successful organization?

Your business strategy is only possible if you have the talent to deliver today and into the future with a supportive organizational culture.

Based upon your context and business strategy we help you to:

  • Define the culture you need
  • Define the talent you need
  • Measure the culture you have
  • Assess the talent you have
  • Close the gap
  • Invest in people, the right people in the right position, with the right motivation and mindset in the right teams
  • Create the desired organizational culture
  • Build and design organizational structure and teams
  • Translate the purpose, mission, vision into action to every employee at all levels of management

Learn more about Why you might need us, Our approach and a sampling of recently completed Assessment & Succession projects and the Industries we serve.

WHY YOU MIGHT NEED US  |

  • Behavioral issues are affecting an executive’s performance
  • There is a lack of executive readiness to take on new roles or challenges
  • There is a disconnect between organizational values or culture and executive behavior
  • Poor team dynamics
  • Unbalanced team composition
  • Lack of clarity and alignment with the strategy
  • Team integration challenges following restructuring
  • A new business strategy that requires transformational change
  • A disconnect between organizational strategy and operational execution
  • A disconnect between regional / local performance and corporate expectations
  • A disengaged leadership team and/or culture that lacks meaning and purpose
  • A need for alignment of senior leaders and key contributors around a shared vision for the future

We help to bridge the gap between strategy and execution with a focus on:

  • Business context – culture, customers, markets, competitors, strategy and purpose
  • Essence of Leadership – we help leaders get beyond skills to address the core of their authentic leadership, raising self-awareness about who they are and what their current preferred styles are
  • Developing executives and the leadership team to be more effective in their current roles
  • Help leadership teams improve decision making, manage risk, and establish independent oversight of company results
  • Improve alignment between regional and local leadership teams to the Corporate objectives
  • Accelerate their readiness toward next roles
  • Expedite their assimilation and performance in new roles
  • A process of learning and development, on the job, real time, with a customized 6-9 months individual and team development plan.
  • Address underlying issues that limit individual and team effectiveness that may be impacting an individual or team’s ability to advance their goals. We identify and measure the factors that have the greatest impact for your functional and geographical leadership teams, including team styles and dynamics, and provide advice for improving team performance and alignment with the strategic goals.
  • Design the right team composition with the right team competencies, role definition and structure, creating the right context so your leadership teams are up for the challenge to achieve the organizational goals.
  • Only 36% of employees rated their company’s leadership as good or excellent
  • It takes a manager at least 6 months to reach the breakeven point even in an organization in which he or she is a good fit and has a good chance of success. Mentoring rapidly accelerates assimilation, cultural understanding and strategic alignment
  • 14% of Fortune 500 leaders know who high and low performers are, 7% retains high performers, 3% develops people quickly and effectively
  • 8% of Fortune 500 CEOs agree that their development plans have clear business impact
  • <25% of line managers think their L&D departments are critical to achieving their business goals
  • Up to 50% of investors decisions are based on the quality and integrity of the senior leadership team.
  • In more than 50% of the cases M&A destroys shareholder value, while in 33% of the cases, value doesn’t change
  • 14% of CEO’s of large international companies believe that their organizations do an effective job of implementing strategy

OUR APPROACH  |

RIVIONT follows a structured and planned Assessment & Succession process. Our Methods will be part of the process, such as assessments, workshops, simulations, one-on-one and team interventions, one-on-one and team mentoring and coaching and the RIVIONT’s Organizational Mirror. Contact us for a customized approach for building your pipeline with the right (future) leadership talent for the right (future) leadership roles.

CONTACT RICHARD VINCENT

ASSESSMENT & SUCCESSION PROJECTS  |

“TEAM EFFECTIVENESS WORKSHOP SET GOOD FOUNDATION FOR OUR LEADERSHIP TEAM IN THE NEW YEAR!”

“It was an absolute pleasure working with Richard Vincent. He has a good understanding of organizational needs and was able to advice how I can use the personality and behavioral assessment tool to gain insights and development for my leadership team in APAC.

Apart from the 1:1 feedback session, Richard conducted a workshop for my leadership team to help us understand our team dynamics and how we can work together more effectively.

I would say that the workshop is one of the highlight in our 3 days meeting and set a good foundation for our team in the new year!”

Regional HR, Healthcare & Life sciences

“RICHARD’S WAY OF INTERACTING WITH OUR COUNTRY LEADERS IN ASIA IS VERY POSITIVE AND CHANGES THE WAY WE THINK, ACT AND LEAD OUR BUSINESS”

“Richard Vincent’s expertise is to develop people and organizations with a focus on leadership, strategy and organizational culture. He did a great job working with my 20 Country and LOB leadership Team in Asia aligning our vision and our goals into our organizational culture.

The country leaders from Indonesia, Malaysia, Thailand, Philippines, Vietnam, India, Australia, India and China all gave very  positive feedback to Richard’s way of interacting with them.

Richard made our team think and act matching to the Corporate DNA and values, across their own line of business, across their own country P&L, across functions and across cultural differences. Richard helped my leaders to lead and drive their business further forward taking ownership, accountability. I am looking forward continuing our partnership successfully”.

Regional President, Industrial Chemical

“UNIQUE ORGANIZATIONAL CULTURE – AND CAREER VALUES TESTS”

“As a HR professional, I’ve experienced many assessment tools available in the markets.  The uniqueness of the personality and behavioral assessments is about the report on ‘Ideal organizational culture’ and ‘Career value’, which clearly differentiates this tool from others in the market.

These 2 new perspectives clearly provide the insights for both candidate and company if they can fit each other well on top of the normal communication, personality and leadership style assessment.

This tool can be used for both selection and development purpose. I would highly recommend this tool to a company which strongly believes in ‘right people in the right job makes the difference’.”

Regional SVP HR, Consumer

“YOUR CAREER ADVICE HAS HELPED ME TO BETTER UNDERSTAND MYSELF AS A PERSON AND REALIZATION OF MY CAREER DREAMS”

“Richard, I would like to say thanks for your advice and the career profiling of the personality and behavior assessments. It has helped me to better understanding myself as a person and realization of my career dreams. It helped me to secure a position as Managing Director, part of a Singapore listed company”.

Country Managing Director, Industrial Chemical

“I RECOMMEND RICHARD FOR A CONVERSATION ABOUT THE NEXT CAREER MOVE OR THE NEXT STEP FOR THE BUSINESS AS A WHOLE”

“I got to know Richard as a smart and skilled sparring partner for an important step in my career. He quickly saw the potential in me and sketched an ambitious path for me, based on his strategic insights of the market and the location of a specific organization, which really appealed to me.

The interaction during my placement process went very smoothly, with clear agreements made in advance and regular discussions about the next meeting. I would absolutely recommend entering into a conversation with Richard, whether for the next career move or the next step for the business as a whole.”

Director Tax, Professional Services

“Team effectiveness workshop set good foundation for our Leadership Team in the new year!”

Regional HR, Healthcare & Life sciences

“Richard’s way of interacting with our Country Leaders in Asia is very positive and changes the way we think, act and lead our business”

Regional President, Industrial Chemical

“Unique organizational culture – and career values tests”

Regional SVP HR, Consumer

“Your career advice has helped me to better understand myself as a person and realization of my career dreams”

Country Managing Director, Industrial Chemical

“I recommend Richard for a conversation about the next career move or the next step for the business as a whole”

Director Tax, Professional Services

CONTACT RICHARD A. VINCENT  |

RIVIONT Richard A. Vincent
CONTACT US