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The Cost of an Executive Search with Scott Flanagan
Manage episode 355961670 series 3436398
Treść dostarczona przez Sarah Holtan, PhD and Sarah Holtan. Cała zawartość podcastów, w tym odcinki, grafika i opisy podcastów, jest przesyłana i udostępniana bezpośrednio przez Sarah Holtan, PhD and Sarah Holtan lub jego partnera na platformie podcastów. Jeśli uważasz, że ktoś wykorzystuje Twoje dzieło chronione prawem autorskim bez Twojej zgody, możesz postępować zgodnie z procedurą opisaną tutaj https://pl.player.fm/legal.
In this episode, Dr. Sarah Holtan talks to Scott Flanagan, who is a senior consultant and senior executive coach at Academic Search, a leading search firm for higher ed. They talk about executive searches, particularly, the process of filling an executive position such as a president or provost, which has a price tag. They discussed how colleges can prepare to enter the executive search, how much a search could cost in money and time, and how internal succession planning can be advantageous.
Scott Flanagan believes that the fight for talent right now won't be changing much because of demographics. There will continue to be more retirements at the senior level, because of its astounding level of turnover. Between retirements, natural turnover, and the increasing challenges and pressures that are coming with executive roles, he sees that as his best guess for what the near term looks like.
Scott gives valuable insights on how to distinguish whether to fill a position in your organization through internal or external hiring and how to effectively provide information for search firms in helping you find the right candidate. This episode surely has a lot of golden nuggets that you don't want to miss, so tune in!
Episode Highlights
03:11 - In some situations, institutions decide that even if there is a really strong person internally, that they just want a change in direction, or a change in leadership... So sometimes there's sort of a change in direction that's either signalled or exemplified by a decision to look outside.
13:31 - So, I can't put a time on it, because it really sort of varies. Usually, the intense times are at the front end, in creating that perspective. And then at the back end, when it's screening, interviewing, and selection. You're going to be into the 10s, or the dozens of hours for a lot of your committee members.
17:17 - One is just clarity, you know, where are you realistically? And where are you going? And to be clear about that with others, as a leader, to get them engaged in creating the reality that you want, is really important. Leadership can't be done. It's not a solitary sport. And so engaging with others becomes so important in that.
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Sarah Holtan, PhD
Scott Flanagan
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