• Assess

    Leadership assessment
    Whether it be for an existing team, the arrival of a new leader, or post-merger acquisition, having the right people in the right roles, along with a culturally aligned team is crucial. Having a clear view of succession, individual development needs and future talent needs are mandatory tools in a CEO’s arsenal. Sheldon Harris has extensive experience conducting individual and team leadership assessments.

    Board reviews
    Our consultants have worked closely with both listed and unlisted Boards to facilitate and develop a more constructive working dynamic around the Boardroom table. We tailor the approach to match the specific needs of each Board. While executives have long been accustomed to performance reviews, this is a relatively recent experience for many Directors and consequently requires a bespoke and sensitive approach that reflects the maturity and skillset of the Board.

    Organisational/Functional reviews
    Clients often struggle to understand if they are appropriately structured and resourced to deliver on their business strategy. For example, is the organisation prepared and ready for the digital age? Working with the Board and Executive, we seek to understand the organisation’s aspirations and benchmark the level of understanding and capability within the organisation to identify key gaps and develop a structural roadmap to ensure future business success.

  • Align

    Organisation design and structuring
    Our consultants have deep experience optimising existing operational structures or designing new business models to achieve key strategic objectives. Leveraging our extensive network of relationships we draw on prevailing best practice examples to design the optimal business model for our clients.

    Succession management
    The executive bench strength of organisations is consistently tested. While many organisations have succession planning processes in place, the robustness and agility of those frameworks does not always stand up when tested. We find many executives do not have a clear understanding of the emerging capability within their organisation, or the potential retention risks. To be able to compete effectively organisations need to have a dynamic, interactive and ongoing assessment of existing and emerging capability across their enterprise. At Sheldon Harris we partner with our clients and provide ongoing leadership and talent advisory to ensure that succession plans and processes are kept alive and relevant.

    Talent development
    To support succession and development processes our experienced consultants regularly work with individuals and teams. Whether it be facilitating a TEAM BUILDING workshop with an executive team to build greater understanding and facilitate a more constructive working dynamic, or providing one-on-one tailored COACHING interventions for individuals, Sheldon Harris is able to support the continued development of our client’s executives. 

  • Acquire

    Executive Search
    Leveraging our extensive expertise and deep industry knowledge along with our network of alliance partners, we help you attract and recruit exceptional talent to your team. Our innovative approach enables us to cost effectively execute even the most complex assignments on a timely basis. Our consultants have each advised leading corporations, multinationals, government and non-profit organisations in Australia and across the region on domestic, regional and global executive search engagements to help our clients acquire leading talent.

    Project or Interim appointments
    At Sheldon Harris we recognise that sometimes, despite the best planning, our clients can get caught unawares by an urgent need for external leadership talent. We leverage our extensive network of leaders to assist our clients acquire executives on a project and interim, as well as a permanent basis. We actively seek to maintain and build networks of individuals who are prepared to consider project or interim style engagements. Typically these appointments range from 3 to 12 months. Consistent with our executive search methodology, we refine the profile of the ideal candidate with our clients, and then identify and appoint an individual within a 3 to 4 week period. We will then maintain an ongoing advisory role to ensure that specific project milestones are delivered.

    Board Search
    With unprecedented scrutiny of Board performance, combined with continuing economic uncertainty, the demand for a talented and (culturally and gender) diverse Board has never been stronger. Board searches require unprecedented trust and discretion, deep industry knowledge, and access to the top echelons of leadership. Our partners each have a track record of success in advising on ASX-listed and private company Board appointments.

    Strategic Partnering
    Sheldon Harris is able to leverage its significant network of relationships to assist clients acquire key business capabilities or access new markets. Our partners can introduce clients to a diverse range of senior, high level specialists who can facilitate the growth of their businesses. This is especially relevant for early stage organisations where rapid growth often precedes their ability to attract experienced executives.

Services