Toronto, August 7, 2014 – Odgers Berndtson announced today that business was up more than 40 per cent in the first 6 months of 2014 in Canada, as a result of the firm’s move last December to a centrally-owned and fully-integrated business. The move was part of a worldwide strategy to provide clients with deeper sector expertise, and a more integrated team and global approach to talent. According to Carl Lovas, Canadian Chairman of Odgers Berndtson, driving the firm’s organizational changes is a dramatic shift in the talent landscape, and how organizations will recruit and develop their future leaders.
A 2012 survey of Canadian senior executives conducted by Odgers Berndtson and Leger Marketing revealed significant leadership challenges that organizations will face over the next few years. Nearly half of all private and public sector organizations anticipate losing 20 per cent or more of their executive staff by 2017 – and more than 90 per cent believe that the next generation of managers is not ready to take over at the executive level. More than half of these executives also admitted to having no formal plan in place to address the anticipated shortage.
“Organizations’ talent needs are becoming more and more complex, and Odgers Berndtson is now positioned to meet these needs,” said Mr. Lovas. “We are fully integrated across the country and globally, which means that we have no geographic constraints and clients can access the right industry specialists no matter where they are located, whether in Toronto, Calgary, London or Hong Kong.”
According to Lovas, this applies to finding the best talent too. Nearly one in five senior executives who responded to the Odgers Berndtson survey believe that their next executive hire will come from outside of the US or Canada. “The influence of emerging markets and the globalization of business means that top talent will increasingly be found across borders,” said Mr. Lovas.
In addition to new offices in Vancouver and Calgary, Odgers Berndtson has added four new partners to its Canadian team since December and launched five new specialized practices focused on oil & gas, mining, sustainability, CFO and board recruitment. The firm has also expanded its Interim Management and Leadership Assessment services into Western Canada.
“We know there is a pent-up demand for leadership services in the West,” said Mr. Lovas. “This is the growth engine of Canada and these organizations are looking for more than just a search consultant – they want advisors who can help them develop their leadership teams today and for the future.”
Odgers Berndtson’s Interim Management business places seasoned senior executives into organizations to provide an immediate, short-term injection of management skills. These interim executives are proven heavyweights who are brought in to manage a period of transition, crisis or change. The Leadership Assessment team works with clients to help them evaluate, develop and strengthen their leadership teams. This can involve anything from executive assessment and coaching, to leadership team alignment and succession planning.
Clearly Odgers Berndtson’s strategy is paying off. “In Canada, we have just recorded the strongest financial quarter in our history,” said Mr. Lovas. “Our new structure allows us to be more holistic in how we view our clients, and more effective in how we support their leadership needs. We look forward to growing our role as the top leadership advisor to many of the country’s leading private and public sector organizations.”
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By Paul Butterworth MNI, Global Head of the Maritime & Shipping Practice at Odgers Berndtson