Because the World Needs Great Leaders At Egon Zehnder, we know what great leaders can do. We share one goal: to empower our clients to drive lasting positive change through leadership. Each search engagement is customized to the specific objectives and dynamics of your needs. Our more than 450 consultants, located in 68 offices across 40 countries, are experienced former business leaders. Because we operate as one collaborative team, we merge our individual talents with the collective expertise of our global network to bring you the right candidates. We deliver the power of the entire firm to every client, every time. Our commitment to you does not end when we place a candidate. Success is not simply the placement but rather the long-term business impact a great leader can have. Our Accelerated Integration program goes far beyond onboarding by fully immersing the new hire into your business, team dynamics, and culture to get leaders off to their best start. As the journey continues, we can help to unlock the potential in individuals, teams, and organizations.

At egon zehnder, we have spent more than 50 years advising clients on chief executive leadership succession, recruitment, and professional development all over the world. We recognize that the selection of a ceo is the midpoint of a process, not the end. And for everyone involved, from the executive to the board of directors, to employees and key stakeholders, the appointment is merely a moment in a multidimensional transition. Therefore, we believe it is important to partner with our clients to deliver a comprehensive and effective ceo transition, succession, and onboarding protocol. Over the past five years, we have applied our own future-oriented, proprietary approach to more than 1, 800 ceo mandates. We understand that the chief executive role is unique, particularly in the current atmosphere of complexity and volatility. These uncertainties require a pragmatic and aligned view on the business and leadership requirements of the ceo, one that must be reviewed regularly over the course of a transition. For maximum impact, we aim to partner with our clients in all aspects of the ceo leadership journey. That journey begins by aligning with your board regarding the company's future transformational needs and ceo requirements. We then help you build a compelling internal pipeline of senior leaders with ceo potential by identifying, assessing, and advising them on their development journey. This process builds a strong top team and helps create support for the selected ceo. Working with our own global industry practices, we have access to the best external candidates. We assess them based on the same robust and comprehensive methodology that we use with internal candidates.

Shareholders and society as a whole now expect much more from boards of directors, as part of increased scrutiny of our institutions. In addition, there is a growing demand from senior executives for their boards to provide judgment and wisdom on how to do things better, taking advantage of global and technological opportunities while avoiding traps and ensuring growth and sustainability. At Egon Zehnder, we welcome this higher level of scrutiny and stand ready to work with you as partners in building the best boards of directors possible. Through more than 3, 600 international board-consulting assignments in the past five years, we have accumulated insight on a broad range of topics that boards will encounter. Our experience goes well beyond executive search to build on nearly 50 years of learning how board directors can have the greatest impact, both individually and collectively. We take particular pride in our deep experience helping boards of directors source and develop leadership talent, both on the board and in CEO succession projects. With 68 global offices in 40 countries, we are able to identify, assess, and develop director candidates all over the world. The collective expertise of our consultants all of whom had significant careers in business before coming to our firm allows us to better understand and anticipate your talent requirements in this area. Our wide reach also enables us to be creative when it comes to talent solutions; you can expect to meet candidates who dont show up in traditional databases and who bring diversity of all kinds. Our board work has three main components. With each of them, we leverage our unique global reach and equal partnership compensation model to make sure that everything we do has a singular focus: bringing better leadership to the boardroom. We invite you to experience true partnership as you build a more effective board.

Does your executive team have the skills and adaptability to move to the next level? Are the leaders you are considering bringing on board stronger in some areas than in others? Do you really know the full potential of the leaders you already have? At Egon Zehnder, we recognize that leadership development is a long-term journey and that even the best leaders can improve. Our Executive Assessment and Development Practice is aimed at helping your leaders do just that. Our work in this area began in the 1980s and evolved into a bespoke approach, one that recognizes that your leaders may need to be evaluated against the new and specific challenges of todays volatile world. Whether you are working through a succession process, completing a merger, or pivoting into a new industry, we can work with individuals or an entire top management team to discover what your executives have and what support they may need to unlock their best selves. We also provide market insights, including benchmarking, to enable senior leaders to make the best people decisions. Our goal is to draw the greatness out of every leader.

Globalization. Convergence. Disruption. The demands on leadership have never been greater. This is why companies today want more than a consultant; they want to co-create customized leadership solutions in true partnership with trusted, long-term advisors. At Egon Zehnder, we operate as one unified team, with expertise across industries, sectors, and geographies. With more than 450 consultants globally, we partner with you to solve your most important leadership challenges. These solutions include executive and CEO search; board advisory; CEO succession; and individual, team, and organizational assessment to unlock potential at all levels. We focus on your specific leadership needs, whether facing disruption, building a culture of innovation, managing talent in mergers and acquisitions, expanding globally, driving growth, or supporting a generational shift in a family business. We have extensive expertise working closely with operating partners, CEOs, and governing boards of many of the worlds most successful companies. We provide the leadership solutions that will ensure your organizations success for today and for the future. In Executive Search, we have assisted in the appointment of more than 1, 200 CEOs in the past five years, advising boards through a robust and future-oriented process. Our global Board Practice, with a unique reach and deep network, has performed more than 3, 600 assignments and placements in the past five years alone. And our Executive Assessment and Development team has partnered with more than 30 percent of the worlds top 1, 000 organizations, assessing more than 10, 000 executives over the past three years.

Many of the most respected, best performing companies in the world are family-owned. With their long-term vision and high capacity to create employment, family businesses are a major growth driver in most national economies and make unique contributions to society in general. Despite their inherent strengths and global economic significance, family-owned companies face unique vulnerabilities. Potential sources of discord among family members loom around every corner: generational transitions, major investment decisions, appropriation of profits, leadership appointments. After all, why should entrepreneurial families be less quarrelsome than any other group of relatives? The consequences of their disputes, however, can be more serious and far-reaching. Conflict is, perhaps, the greatest destroyer of value in family firms. For family-owned companies to sustain dynamic progress across generations, they need to manage the inherent conflict between family and business on a consistent basis. Finding an equilibrium that leverages the best aspects of both family and business is difficult, but if done well, offers handsome rewards. This is the art of family business management. Egon Zehnders Family Business Advisory assists families, owners, and managers in navigating the challenges of leadership, succession, and governance across generations. Based on decades of experience serving many of the worlds finest family companies, we know that the critical first step in this journey is to build alignment among family members around the familys philosophy and approach to business and ownership. With this in mind, our Family Business Advisors work closely with family members and owners to create an environment conducive to driving the best people decisions in their specific context.

It is important to articulate a governance framework that separates business from ownership and defines a clear process for families and owners to resolve family and business issues. This could take the form of Family Councils, Owners Councils, Advisory Boards, etc. Our Family Business Advisors bring global knowledge and experience to help you craft the appropriate governance frameworks and define the remit of these bodies. Based on a clear assessment of the strategy and the ownership structure, we proactively assist our clients in the competency-based selection of independent directors and advisors to bring these governance mechanisms to life. For many of our family business clients, we also periodically review the effectiveness of these governance bodies.

Founder transition is an emotional and challenging issue that faces every family business at some time. Each generational transition is an opportunity to reflect on the future strategy and the ownership and management structure. Preparing for this transition in advance is critical to the continued success of the business. This process needs to be thoughtfully planned rather than managed only as an eventuality. We assist family companies in planning for transition by obtaining an accurate picture of existing family talents and their motivations, benchmarking them against the best available internal and external resources (especially in the critical phase of founder transition), and analyzing their potential, using a unique methodology, in the context of the future strategy of the business and the vision of the family. Ensuring objectivity and meritocracy in appointments is vital to the long-term success of a family business. We are frequently asked by our clients to evaluate and assess next generation family leaders with the objective of identifying fitting roles for the family members and to develop plans for grooming these individuals to fully realize their potential.

Two criteria are critical for organizations to win in todays competitive, fast-moving environment: First, build agile, high-performing teams; and second, create a culture of innovation in which these teams can operate. We believe that both goals require diverse corporate cultures. Innovation happens by bringing together individuals who share a common purpose but who have diverse outlooks and approaches. When employees feel their contributions are valued, they feel confident presenting their ideas, no matter how radical. At Egon Zehnder, our Diversity and Inclusion Practice works with clients across industries and regions to build diverse leadership teams in inclusive cultures by addressing recruitment, integration, and development practices for diverse talent. We believe inclusive organizations with diverse leadership at the top get more out of their talent and therefore deliver better performance. Recruitment: We help clients consider what types of diverse talent would add to their cultures. We help them map diverse talent, create bespoke strategic introduction programs, and build diverse candidate slates. Integration: Our accelerated integration and team effectiveness tools are uniquely helpful when integrating diverse talent into a new organization or a new role. Investing time identifying and working through gaps between a new leaders approach and that of the team or culture she joins is critical to help ensure successful onboarding for both the leader and the team. Development: Our proprietary Potential Model helps identify diverse talent with the essential attributes needed to advance into leadership roles of greater scope and complexity. We help our clients build succession plans that are inclusive of diverse candidates using Potential Assessments as well as leadership development plans and talent management systems.

Because the World Needs Great Leaders At Egon Zehnder, we know what great leaders can do. We share one goal: to empower our clients to drive lasting positive change through leadership. Each search engagement is customized to the specific objectives and dynamics of your needs. Our more than 450 consultants, located in 68 offices across 40 countries, are experienced former business leaders. Because we operate as one collaborative team, we merge our individual talents with the collective expertise of our global network to bring you the right candidates. We deliver the power of the entire firm to every client, every time. Our commitment to you does not end when we place a candidate. Success is not simply the placement but rather the long-term business impact a great leader can have. Our Accelerated Integration program goes far beyond onboarding by fully immersing the new hire into your business, team dynamics, and culture to get leaders off to their best start. As the journey continues, we can help to unlock the potential in individuals, teams, and organizations.

At egon zehnder, we have spent more than 50 years advising clients on chief executive leadership succession, recruitment, and professional development all over the world. We recognize that the selection of a ceo is the midpoint of a process, not the end. And for everyone involved, from the executive to the board of directors, to employees and key stakeholders, the appointment is merely a moment in a multidimensional transition. Therefore, we believe it is important to partner with our clients to deliver a comprehensive and effective ceo transition, succession, and onboarding protocol. Over the past five years, we have applied our own future-oriented, proprietary approach to more than 1, 800 ceo mandates. We understand that the chief executive role is unique, particularly in the current atmosphere of complexity and volatility. These uncertainties require a pragmatic and aligned view on the business and leadership requirements of the ceo, one that must be reviewed regularly over the course of a transition. For maximum impact, we aim to partner with our clients in all aspects of the ceo leadership journey. That journey begins by aligning with your board regarding the company's future transformational needs and ceo requirements. We then help you build a compelling internal pipeline of senior leaders with ceo potential by identifying, assessing, and advising them on their development journey. This process builds a strong top team and helps create support for the selected ceo. Working with our own global industry practices, we have access to the best external candidates. We assess them based on the same robust and comprehensive methodology that we use with internal candidates.

Shareholders and society as a whole now expect much more from boards of directors, as part of increased scrutiny of our institutions. In addition, there is a growing demand from senior executives for their boards to provide judgment and wisdom on how to do things better, taking advantage of global and technological opportunities while avoiding traps and ensuring growth and sustainability. At Egon Zehnder, we welcome this higher level of scrutiny and stand ready to work with you as partners in building the best boards of directors possible. Through more than 3, 600 international board-consulting assignments in the past five years, we have accumulated insight on a broad range of topics that boards will encounter. Our experience goes well beyond executive search to build on nearly 50 years of learning how board directors can have the greatest impact, both individually and collectively. We take particular pride in our deep experience helping boards of directors source and develop leadership talent, both on the board and in CEO succession projects. With 68 global offices in 40 countries, we are able to identify, assess, and develop director candidates all over the world. The collective expertise of our consultants all of whom had significant careers in business before coming to our firm allows us to better understand and anticipate your talent requirements in this area. Our wide reach also enables us to be creative when it comes to talent solutions; you can expect to meet candidates who dont show up in traditional databases and who bring diversity of all kinds. Our board work has three main components. With each of them, we leverage our unique global reach and equal partnership compensation model to make sure that everything we do has a singular focus: bringing better leadership to the boardroom. We invite you to experience true partnership as you build a more effective board.

Does your executive team have the skills and adaptability to move to the next level? Are the leaders you are considering bringing on board stronger in some areas than in others? Do you really know the full potential of the leaders you already have? At Egon Zehnder, we recognize that leadership development is a long-term journey and that even the best leaders can improve. Our Executive Assessment and Development Practice is aimed at helping your leaders do just that. Our work in this area began in the 1980s and evolved into a bespoke approach, one that recognizes that your leaders may need to be evaluated against the new and specific challenges of todays volatile world. Whether you are working through a succession process, completing a merger, or pivoting into a new industry, we can work with individuals or an entire top management team to discover what your executives have and what support they may need to unlock their best selves. We also provide market insights, including benchmarking, to enable senior leaders to make the best people decisions. Our goal is to draw the greatness out of every leader.

Globalization. Convergence. Disruption. The demands on leadership have never been greater. This is why companies today want more than a consultant; they want to co-create customized leadership solutions in true partnership with trusted, long-term advisors. At Egon Zehnder, we operate as one unified team, with expertise across industries, sectors, and geographies. With more than 450 consultants globally, we partner with you to solve your most important leadership challenges. These solutions include executive and CEO search; board advisory; CEO succession; and individual, team, and organizational assessment to unlock potential at all levels. We focus on your specific leadership needs, whether facing disruption, building a culture of innovation, managing talent in mergers and acquisitions, expanding globally, driving growth, or supporting a generational shift in a family business. We have extensive expertise working closely with operating partners, CEOs, and governing boards of many of the worlds most successful companies. We provide the leadership solutions that will ensure your organizations success for today and for the future. In Executive Search, we have assisted in the appointment of more than 1, 200 CEOs in the past five years, advising boards through a robust and future-oriented process. Our global Board Practice, with a unique reach and deep network, has performed more than 3, 600 assignments and placements in the past five years alone. And our Executive Assessment and Development team has partnered with more than 30 percent of the worlds top 1, 000 organizations, assessing more than 10, 000 executives over the past three years.

Many of the most respected, best performing companies in the world are family-owned. With their long-term vision and high capacity to create employment, family businesses are a major growth driver in most national economies and make unique contributions to society in general. Despite their inherent strengths and global economic significance, family-owned companies face unique vulnerabilities. Potential sources of discord among family members loom around every corner: generational transitions, major investment decisions, appropriation of profits, leadership appointments. After all, why should entrepreneurial families be less quarrelsome than any other group of relatives? The consequences of their disputes, however, can be more serious and far-reaching. Conflict is, perhaps, the greatest destroyer of value in family firms. For family-owned companies to sustain dynamic progress across generations, they need to manage the inherent conflict between family and business on a consistent basis. Finding an equilibrium that leverages the best aspects of both family and business is difficult, but if done well, offers handsome rewards. This is the art of family business management. Egon Zehnders Family Business Advisory assists families, owners, and managers in navigating the challenges of leadership, succession, and governance across generations. Based on decades of experience serving many of the worlds finest family companies, we know that the critical first step in this journey is to build alignment among family members around the familys philosophy and approach to business and ownership. With this in mind, our Family Business Advisors work closely with family members and owners to create an environment conducive to driving the best people decisions in their specific context.

It is important to articulate a governance framework that separates business from ownership and defines a clear process for families and owners to resolve family and business issues. This could take the form of Family Councils, Owners Councils, Advisory Boards, etc. Our Family Business Advisors bring global knowledge and experience to help you craft the appropriate governance frameworks and define the remit of these bodies. Based on a clear assessment of the strategy and the ownership structure, we proactively assist our clients in the competency-based selection of independent directors and advisors to bring these governance mechanisms to life. For many of our family business clients, we also periodically review the effectiveness of these governance bodies.

Founder transition is an emotional and challenging issue that faces every family business at some time. Each generational transition is an opportunity to reflect on the future strategy and the ownership and management structure. Preparing for this transition in advance is critical to the continued success of the business. This process needs to be thoughtfully planned rather than managed only as an eventuality. We assist family companies in planning for transition by obtaining an accurate picture of existing family talents and their motivations, benchmarking them against the best available internal and external resources (especially in the critical phase of founder transition), and analyzing their potential, using a unique methodology, in the context of the future strategy of the business and the vision of the family. Ensuring objectivity and meritocracy in appointments is vital to the long-term success of a family business. We are frequently asked by our clients to evaluate and assess next generation family leaders with the objective of identifying fitting roles for the family members and to develop plans for grooming these individuals to fully realize their potential.

Two criteria are critical for organizations to win in todays competitive, fast-moving environment: First, build agile, high-performing teams; and second, create a culture of innovation in which these teams can operate. We believe that both goals require diverse corporate cultures. Innovation happens by bringing together individuals who share a common purpose but who have diverse outlooks and approaches. When employees feel their contributions are valued, they feel confident presenting their ideas, no matter how radical. At Egon Zehnder, our Diversity and Inclusion Practice works with clients across industries and regions to build diverse leadership teams in inclusive cultures by addressing recruitment, integration, and development practices for diverse talent. We believe inclusive organizations with diverse leadership at the top get more out of their talent and therefore deliver better performance. Recruitment: We help clients consider what types of diverse talent would add to their cultures. We help them map diverse talent, create bespoke strategic introduction programs, and build diverse candidate slates. Integration: Our accelerated integration and team effectiveness tools are uniquely helpful when integrating diverse talent into a new organization or a new role. Investing time identifying and working through gaps between a new leaders approach and that of the team or culture she joins is critical to help ensure successful onboarding for both the leader and the team. Development: Our proprietary Potential Model helps identify diverse talent with the essential attributes needed to advance into leadership roles of greater scope and complexity. We help our clients build succession plans that are inclusive of diverse candidates using Potential Assessments as well as leadership development plans and talent management systems.