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The "right stuff" is about ensuring the right people are in place and ready to deliver. They feel strongly that they are working with a group of people they respect and can get the job done. The foundation of any team are the people who comprise it. The needs of any team go far beyond ensuring they "can do" the job itself (competence) and extend to areas that allow the team, and its individual members, to work effectively together in delivering the desired outcomes.
These include, for example, possessing a growth mindset, allowing people to adapt more effectively to adversity and solve problems that lead to a breakthrough (‘can do’ attitude). Openness to other’s ideas (a true team player), grit and positivity are other examples of traits of people that are important on any team.
Simply put, members of the team "can do, can do".
People and teams are clear on what they need to do and why it is important. High-performing team feel strongly that the direction is clear, and line-of-sight exists between their work and that of the teams or organization on the whole.
There is clarity in the vision, mission and objectives of the team and clarity in how such objectives cascade down to each and every member within it.
Clarity is nothing without alignment, at least over the longer-term. People who know what to do can certainly deliver some good results, within their own sphere of influence; however, alignment is vital for sustained execution excellence. Alignment suggests that people are committed to their role and what they need to do to produce good results.
Simply put, members of hte team "know what to do."
Empowerment is all about ensuring people have the freedom, support, and tools to deliver on what is expected along with the systems and process to work effectively together.
The nature of the way organizations are designed and the likelihood that most are populated by human beings leads to a natural dysfunction that often is referred to as silo thinking or behavior. Left alone, silo behavior and potentially relational-based conflict WILL arise. This calls for organizations to install a ritual that ensure these are outlined, clarified, and negotiated so that people can work effectively together in driving value for their customers, and the business.
Additionally, we find many teams that have too many priorities that are crippling the team’s effectiveness and/or leading to burnout. Typically, ad hoc demands from the business may be the culprit, and without a priority reconciliation process, frustration emerges.
Simply put, members of the team are "allowed and enabled to".
Belonging suggests that people fit within your organizational context—they "belong" here and are connected to the organization.
Organizations cannot afford to have disengaged employees—and yet, many in the workforce report being actively disengaged. Others are passively disengagement manifesting in some form of "quiet quitting." This results in lost productivity and an unhappy workplace in general.
While there are many factors that may be at play here, the most important one is a sense of connection people have with their company, a belief that they (the company) are doing the right thing (beyond making money) and that they are operating in a way that is consistent with making a real contribution to society. For newer generations of workers this is of particular importance. It all starts with purpose and values.
Simply put, members of the team "believe it's right to do".
Agile Execution is all about how the team works together to adapt to dynamic conditions. It is our belief that no initial plan will survive for very long, placing a burden on the team to pivot consistently in order to deliver upon their strategic outcomes.
In today’s VUCA world, planning is taking on new forms as organizations recognize that within weeks after initiating any plan, it can be rendered, at worst case, useless, or in best case, intentions remain on track but how one gets there changes rapidly. The environment is simply too dynamic to invest months preparing, planning, and budgeting for a reality that may not exist in six months.
In our view, get the strategic intent right, plan on how to get there, and instill agile execution rituals that allow the team to adapt to the realities of executing against the plan.
Simply put, members of the team "will do what it takes with integrity".
A sense of togetherness results when the teams do the other five attributes well, leading to sustained high-performance and lots of enjoyment working with fellow colleagues. No matter how remote a team may operate, leaders need to work to secure this sense of "togetherness" and, ideally, bring people together every so often.
In such teams, not only do you have exemplary engagement and behaviors from all constituent members but that final piece of "social glue" -- individuals motivated also by the very company of their team colleagues. This is the zone where intra-relationships are defined by shared levels of high professional respect and, indeed, deep friendships.
Team members bearing this attribute scale even greater heights (sometimes literally!) because not only are they passionate about what they do (as built on all the preceding qualities) but it is this comradeship that sits at the very nexus of this passion. There is no place they would rather be than with the companionship of their comrades and, with this fellowship, a sense of collective invincibility. For such teams, there is a mindset of "anything together".
Simply put, members of the team "build a legacy".
acquire, assess and retain game-changing talent
We live and breathe brands and are passionate about their journey. We participate in their success and build their story by identifying and securing the game changing talent for their specific needs, unique culture and growth path, from director to c-suite.
With over 25 years of extensive search experience, our executive search partners possess exceptional expertise in sourcing Director level through C-Suite executives who seamlessly align with your organization. Through our executive search services, we deliver unparalleled outcomes by utilizing our cutting-edge talent assessment solutions. Our primary objective is to assist you in identifying candidates with the ideal skill set and cultural compatibility for your company.
The demand for high-performing executives remains constant, and we understand that capturing and attracting such talent necessitates a rigorous approach. We meticulously evaluate executives’ ability to thrive in specific roles and situations, drawing upon our comprehensive understanding of various industries and functional positions. Moreover, our unmatched access to senior executives and exceptional judgment enables us to excel in this endeavor.
By amalgamating profound industry and functional knowledge with a time-tested executive search and assessment process, we empower you to discover leaders who perfectly align with your organization’s distinctive requirements. These leaders will make a lasting impact on your company’s success.
finance & accounting
In the pursuit of an organization achieving its strategic objectives, a board appointment can play a pivotal role in strengthening the leadership capabilities. By embracing diverse perspectives and experiences through collaborative behavior a board appointment can accelerate your business performance. The demand for diverse and action-ready board talent continues to rise.
At Perpetual, we are here to assist. Our search partners have unparalleled and exclusive access to an extensive network of board talent spanning various sectors, functions, and geographic locations. We offer exceptional opportunities to connect with individuals possessing the requisite skills and expertise to drive organizations forward. Don’t hesitate to reach out to us to initiate discussions regarding any board-level searches you may have.
The best expertise with the flexibility and transformational skills required to resolve unexpected business gaps and deliver on strategic gaps. We provide leaders at all levels, with varying engagement lengths to address your urgent business needs.
Our portfolio of professionals is ready to accept your brand’s challenge.
We provide our ongoing research and intelligence to precisely map the marketplace. These tools are invaluable to Boards and HR professionals to plan long-term talent acquisition strategies; knowing the reality of the market and comparing it to your actual needs is key to sound recruitment decisions.
I really would like to thank Perpetual for its continued collaboration and partnership with Moet Hennessy USA which has proved to be extremely fruitful and has added great value to our Business, helping us recruit top talents. There are a lot of players on the recruitment/search market, and they are among the very best. SVP of HR
Perpetual does a great job in understanding not just the job description but the culture you are trying to create. They work in partnership with you to evaluate and cull the contenders to deliver a short list of qualified candidates. The net effect is a more efficient and effective recruiting process. SVP Marketing
Perpetual exceeded my expectations of service and delivered quality, well-researched candidates that not only fit into our unique culture, but also possessed all the necessary skill sets required for the job. I received timely follow up by phone and email and felt fully supported for all of my searches. Head of HR
The SAK Brand Group
Working with Perpetual was a joy. The person they were able to find for us filled a vital strategic gap and delivered an immediate impact. His data-driven approach produced actionable insights within a very short timeframe. I would gladly work with Perpetual again. Global E-Commerce Director