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Are you assessing whether your leadership team is ready for the next phase of growth? Are you planning the succession of a board member or executive? Or are you looking for greater insight into the potential of leaders within your organisation?
Leadership challenges are rarely one-dimensional. They touch strategy, culture, governance and people at the same time. What an organisation needs differs by situation, timing and ambition.
Odgers supports organisations with a wide range of leadership challenges. From succession planning and leadership potential to team development and inclusion, we help organisations make better leadership decisions.
How we help our clients
Odgers works from the leadership challenge itself. We start by understanding what your organisation needs: the challenge you face, the context that matters and the solution that best fits the situation.
That may be an executive search for a critical appointment. A leadership assessment to gain insight into the strengths and development opportunities of your current team. Or advice on diversity and inclusion to strengthen and future-proof your leadership team.
In every case, the same principle applies: the context of your organisation determines the approach required. We ensure that approach delivers results.
Executive Search
The impact of an appointment at C-suite, board or supervisory board level extends far beyond a single role. Odgers helps organisations identify leaders who not only possess the right experience, but who also fit the organisation’s context, culture and ambitions.
Our approach combines deep market insight, rigorous assessment and access to an international network of leadership talent.
Advisory Services
Successful leadership goes beyond attracting talent. Organisations also need insight into leadership potential, team effectiveness and the future readiness of their leadership structures.
Our Advisory Services help organisations assess, develop and strengthen leadership. From leadership assessment and succession planning to team effectiveness and board advisory, we support organisations in building leadership capability for the future.
Diversity, Equity & Inclusion (DE&I)
Diversity and inclusion strengthen leadership quality and decision-making. Odgers supports organisations in advancing diversity and inclusion across leadership and governance structures.
Rather than treating DE&I as a stand-alone initiative, we see it as an integral part of sustainable leadership development and a strong organisational culture.
Are You Facing a Leadership Challenge?
Whether you are dealing with a succession challenge, assessing leadership potential or strengthening your board, we help you identify the right approach.
When is executive search the right solution?
Executive search is the right solution when a leadership decision has a direct impact on an organisation’s strategy, governance, continuity or performance. At Odgers, we look beyond the role itself to consider the strategic context, organisational culture, team dynamics and future challenges.
We translate those requirements into a clear leadership profile and a focused market approach. Executive search therefore becomes more than filling a vacancy; it supports a leadership decision that will shape the future of the organisation.
When can a leadership assessment add value?
A leadership assessment adds value when an organisation wants to make a more informed appointment, succession decision or leadership development choice.
Through LeaderBlueprint™, Odgers assesses leaders against competencies, relevant experience and motivations. By combining interviews, psychometric tools and contextual analysis, we create an objective view of potential, development areas and potential risks.
This enables organisations to make better-informed decisions in selection, succession, onboarding and leadership development.
How does Odgers support organisations with succession planning?
Odgers approaches succession planning as a strategic leadership challenge. We help organisations define the leadership required for the future, identify internal and external talent options and assess potential successors against both suitability and development potential.
Using leadership assessments and market insights, organisations gain visibility of both immediately available and future leadership talent. As a result, succession planning becomes an ongoing process that helps organisations prepare for change and growth.
What role do diversity and inclusion play in leadership?
Diversity and inclusion are integral to effective leadership and sustainable decision-making. At Odgers, these principles are embedded in the way we define leadership profiles, identify candidates and assess talent.
We work with broad talent networks, challenge assumptions and strive for an objective selection process. This creates a broader perspective on leadership and gives organisations access to a wider and more diverse talent pool.
How does Odgers determine the best approach?
Odgers determines the most appropriate approach by analysing an organisation’s strategic objectives, context, culture, governance environment and leadership needs.
Based on these insights, we advise on the combination of executive search, leadership assessment, succession planning, coaching, team development or board advisory that will add the greatest value.
By combining different areas of expertise, our solutions address both the organisation’s immediate priorities and its future leadership requirements.
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