Succession is our solution for ensuring continuity of your leadership and of business critical positions.
We increase the effectiveness of your Talent Management by developing, progressing and appointing the best talent.
ENSURING LEADERSHIP CONTINUITY |
Too often it comes across that business leaders turned out to be unsuccessful following a promotion or an appointment in a different business or in a different country/culture. They struggled to be a leader or to lead in a completely different environment with significant negative impact on the business, results, people and morale.
INCREASING THE EFFECTIVENESS OF YOUR TALENT MANAGEMENT BY DEVELOPING, PROGRESSING AND APPOINTING THE BEST TALENT |
You can avoid these kind of derailments. Like Finance provides Executive Boards with numbers and management information about the business performance for informed decision making, RIVIONT provides Executive Boards a dashboard with holistic information for informed decision making about your people in relation to your business objectives and context. We help you to map and develop new competencies and making better use of existing competencies.
RECENT CASES | LEADERSHIP ADVISORY
See below some cases of Leadership Advisory services.
FROM CENTRALIZED TO DECENTRALIZED DECISION MAKING | Fortune 500 | APAC Region | Regional CEO, CFO, COO, CMO leadership strategically moving from centralized to de-centralized decision making | Leadership Team Effectiveness | Board mediation
ALIGNING SOUTH ASIA CULTURE TO ORGANIZATIONAL MISSION, CORPORATE VALUES AND GOALS | German listed company | Regional CEO | 15 Countries in Asia | Alignment South Asia culture to the mission, goals and corporate values of the organization | Leadership Team Development
ALIGNING REGIONAL HQ’S WITH LOCAL COUNTRY LEADERSHIP | Fortune 500 Company | Aligning Regional Head Quarters with local country leadership teams | Leadership Team Improvement
TRANSFORMING FROM FAMILY LED TO PROFESSIONAL, CORPORATE LED BUSINESS | APAC Region | Working with CEO | Designing, developing and professionalizing management appraisal process | Aligning Tier 1 and Tier 2 leadership teams to the objectives, driving a new culture | Performance & Culture
CREATING A NEW CULTURE FOR SUCCESS AFTER ACQUISITIONS | Company operates across 5 continents, went through 2 acquisitions, and recently acquired by another company | Working with Global CEO and Corporate HR | Creating a culture for success across vertical and geographical markets | Performance & Culture
ALIGNING SOUTH ASIA CULTURE TO COMPANY VALUES AND BELIEFS | Fortune 100 Company | Aligning regional ASEAN and local country cultures (Indonesia, Philippines, Thailand, Malaysia, Singapore, Vietnam) to the Company Beliefs | Performance & Culture
IMPLEMENTING NEW HR STRATEGY | Global family business, global carve out from Fortune 500 company | Implement new HR strategy after decentralization | Leading to more cost-conscious, cost-effective, pragmatic and result oriented organization with continuous profit and revenue growth | Human Resources Strategy
HARMONIZING AND TRANSFORMING COMPENSATION & BENEFITS PACKAGES FOR BENELUX | Reflecting changed business environment following merger | Leading to cost-effective yet attractive and competitive packages in the labor market | Compensation & Benefits
ALIGNING BUSINESS OBJECTIVES AND CULTURE AFTER MERGER FAMILY BUSINESSES | Define and align business objectives and culture for EMEA after merger of two family businesses into one global family business | Improving business alignment, clarity of purpose and business results | Performance & Culture
RESTRUCTURING BENELUX RECRUITMENT DEPARTMENT | Global logistics company | 25 Sites in Benelux | Reduce costs and improve effectiveness of Benelux recruitment department | Talent Acquisition | Recruitment
DESIGNING AND IMPLEMENTING NEW TRAINEE PROGRAMME | Sales & Service company | High turnover of trainees required new career mapping within complete new career framework | Talent development and succession planning changed accordingly, as well as coaching and mentoring | Talent Management | Development
DEVELOPING TRAINING PROGRAMME AFTER STRATEGIC REORIENTATION | Stock listed company | Wholesale | Strategic reorientation | Need for more effective cross BU sales training | Supplier selection, programme set up, delivery to sales team of 60 | Talent Management | Development
IMPLEMENTING CROSS COUNTRY PENSION SCHEMES | In different companies and countries, implementing sustainable and future proof pension schemes | From Final Pay systems to Average pay systems and DC systems | Identifying scope and budget, design transition plan, work with brokers and insurance companies | Negotiate and agree with unions/works councils | Compensation & Benefits
TRANSFORMING TO PERFORMANCE BASED PAY SCHEMES | Sales organization, balance base pay and variable pay towards more variable, sharpen target setting and performance evaluation. Negotiate transition phase with unions | Compensation & Benefits