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Embrace differences_2

Embracing Differences

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In an attempt to create a marketing plan for our Executive Search firm, we come to a conclusion that embracing our differences is the core of our success.

As partners in Europe, we are all born with characteristics, qualities that we carry into our careers. The careers we take shape us in different ways of thinking and doing. We can use these differences to our advantage.

embrace differences

Assuming that our “prospects” do business from a business and personal perspective, it is precisely the personal component that can make the difference. There are many agencies in executive search in The Netherlands and Europe. We all do (hopefully) business with customers. The lifecycle of a customer-agency defines the following statistics; Thirty percent of clients are latently dissatisfied with the agency* they work with, and within 5-7 years a client leaves an agency* even if the collaboration is still fine.

What matters in the strategy of positioning as an executive agency to prospects is, in addition to the standard qualities you must possess, to offer a stage to the differences of the partners who are involved in your agency. Not only the partners, but also the back-office/recruiters involved. We can still strengthen and improve this.

Why is this personal profiling so important?
Because the agency’s choice for an important component depends on a favorable-or-magic click factor. And this factor is born from the vulnerability or transparency of the partner and the ideas that the partner has about the world/business/humanity.

Within the frameworks that you tend to create to emphasize uniformity in structure and appearance, it is vital to embrace and even emphasize individual differences.

Interested in a personal meetup with us? Send us an e-mail info@bureauboeren.nl

 

 

 

*I cannot confirm these statements based on research, these are personal observations

International Women's Day

International Women’s Day

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The International Women’s Day recognizes the struggle of women worldwide and  to express solidarity.
This day celebrates the social, economic, cultural and political achievements of women globally. The day  also marks  a call to action to accelerate the progress of gender equality.

Women with impact.
I struggle finding examples of women who stand out for me personally. Spontaneously Angela Merkel and the New Zealand Prime Minister during COVID came to mind. It is appalling that it is so hard to come with examples of women. Off course I relate to my mother as a woman with significance and meaning in my life.

On second thought Mrs Obama and Christine Lagarde comes to mind. It still is hard to recognize the dominance of male actors in my context of influence.

From my professional point of view a lot of women in FMCG/Food/Retail come to my mind.  What I find in knowing those women/impact players is the way how they generally speaking underestimate their capabilities. I recommend them to be more outspoken.

Why is this important?
It is my belief that an equal number of women and men exist with impact in the world. It seems that the male dominance is more triggered than the female ones. This could mark for me an unconscious pattern to gender inequality.


What do I do?
In my Executive Search practice I make sure that I actively search for the best possible fit, without being specific in gender, age or other denomination. I actively find woman candidates and interview them within the FMCG/Food/Retail in Europe on C-level. I am actively working on extending my network with women impact players and I am happy to meet a lot of them.

What can improve in my practices to drive women to the short-list?
The way the intake with the customer is designed and the formulation of the job description should be more gender neutral. I reckon this process could help in improving the application of a bigger part by women.

Which Women do you have in mind related to this International Woman’s Day?