Collingwood Insights: Business Articles & Thought Leadership

As we reflect on 2024, the technology leadership landscape in the UK has undergone significant transformation. From the rise of AI-driven decision-making to the evolving responsibilities of CTOs and CIOs, this year has reshaped how technology leaders operate in the UK.

The landscape of remote leadership in the technology sector has undergone a period of transformation since 2020. As organisations continue to embrace distributed work models, the qualities and capabilities required of technology leaders have evolved significantly in quite a short timeframe which has meant most have had to learn on the fly. This analysis explores the fundamental shifts in remote leadership, examining how they have influenced the executive recruitment we do and offering practical frameworks for evaluating modern tech leaders.

As Artificial Intelligence (AI) continues to reshape the business landscape, organisations are facing unique ethical challenges in deployment and governance. This period of transformation has sparked a critical evolution in corporate leadership, the emergence of the AI Ethics Officer. This position represents more than just another executive title as it is becoming essential for responsible AI implementation and sustainable business growth.

Last month I wrote an article around the expected leadership trends for 2025 from some conversations we had been having with senior leaders across different industries. As we are now drawing in to the end of the calendar year, there has been some further articles on this and we now have more of an idea of what will be more important than ever in 2025.

Succession planning is a crucial part of ensuring longevity and continuing success for any business. When it comes to founder succession, the stakes likely seem, and are, a lot higher. Founders are the living embodiment of the culture, vision and direction of the company, which inevitably makes replacing them a much more complicated task.

Following on from my previous article around the trends we are likely to see for 2025, I felt it may be pertinent to share some guidance around succession planning as some companies will be acutely aware that they need to reorganise their leadership committees.

In 2024 the market has been a little slower than in previous years, this has seen a lot of leaders take stock of their current leadership committees and it seems to now be more prominent than ever that they consider how to provide more support. From our discussions we have been tracking these trends and considering what we are likely to see come to fruition next year, here are the 5 key points we have conferred on the most:

Over the years, I've had the opportunity to work with many organisations that come to us not entirely sure about what they need from a new hire, especially at the executive level. Recently, I partnered with a client who had a broad vision but struggled to define the exact profile for the leadership role they needed to fill. It’s a common challenge as many companies know they need someone who can inspire, lead and deliver results, but defining what that should actually look like in practice can be difficult.

Gen Z’s age range is debatable but according to most, they fall between 1997 and 2010. So, over the next decade they will become an increasing feature in the working population of our world. This then causes the older generations to wonder, how are Gen Z going to affect the future of careers and how will they face becoming earning citizens?

Hiring the right executive is critical to a company's success, but a poor fit can be costly in ways that go far beyond salary. Understanding the true cost of such a mistake highlights the importance of getting leadership decisions right the first time. This article produced by Chris Mayers discusses the issue in further detail.

Executive search is a crucial function for organisations that are seeking top-tier talent for their business. However, despite its importance, the field is often shrouded in misconceptions that can cloud judgment and lead to missed opportunities.

Attracting top talent has never been more challenging. Recently, I had insightful conversations with leaders from a data consultancy and a manufacturing business, both focused on how to stand out as the employer of choice. This blog explores the importance of a compelling Employer Value Proposition (EVP) and how it can make or break your ability to attract the best candidates. Discover why a strong EVP is essential in today's competitive market and how to craft one that resonates with top talent.

In a competitive job market, standing out during an interview is crucial to securing the role you want. This article offers top tips to help you leave a lasting impression and increase your chances of success, whether you're an experienced professional or just starting out.

The recruitment process is a journey that both candidates and recruiters embark on together. As a researcher, my role is to connect candidates with hiring teams, ensuring the right talent is identified, engaged, and smoothly guided through the recruitment process. Understanding the candidate journey is key to creating a positive experience for both the candidate and the company. Here’s how I see the candidate journey from my perspective.

As an executive search firm specialising in Board and Senior level roles, we often get asked by our clients, “When should we start the recruitment process?” The answer to this question is crucial, as the timing of initiating a search can significantly impact the success of the hire and the overall stability of the organisation. Here are some scenarios where we advise starting the hiring process:

I discussed the importance of executive search and the candidate journey, emphasizing the risks of losing a candidate at the offer stage due to compensation issues. Trusting your Executive Search Partner to manage this stage can prevent costly setbacks. Understanding candidate motivations is crucial for a successful hire

Each executive search assignment is unique, influenced by factors such as the role, location, seniority level, industry, and the current talent market. While these variables can affect the process's length and specific activities, a structured approach is essential for a successful outcome. Rushing through the process can result in missed opportunities, while prolonged searches can lead to candidate disinterest. Below is an outline of a formal executive search process.

In today's competitive job market, securing the right talent for highly specialised roles is no easy feat. When the search is niche and the requirements are stringent, organisations turn to retained recruiters for their unparalleled expertise and tenacity. These professionals are adept at tackling difficult hires, navigating obstacles with a relentless drive that ensures success.

Discover the various reasons why employees decide to leave their companies. This article discusses the contributing factors driving employee turnover, from lack of growth opportunities and inadequate compensation to poor management and work-life balance issues.

Running an effective recruitment project is all about leveraging data and fostering close collaboration between the recruiter and the company. This method is essential for multiple reasons, ranging from data-driven decision making to alignment with business goals. By integrating these elements, the recruitment process can be optimised to achieve better outcomes.

At Collingwood, we review each headhunt to identify successes and areas for improvement. Consistent communication between client and consultant is crucial for success. This article explores how regular communication enhances the recruitment process, from initial briefings to candidate engagement and trust-building.

With any headhunt we take on here at Collingwood, one thing that we will always ensure is a constant throughout is communication with candidates that are in the interview process. Efficient communication not only has a positive impact on the employer brand but also proves crucial in the attraction and retention of top talent. In this article, we explore the reasons why maintaining regular contact with candidates throughout the recruitment process is hugely important for the outcome of the headhunt.

In the ever-evolving and competitive field of executive recruitment, the significance of listening to your executive search partner is paramount. This collaborative method is crucial for numerous reasons that collectively ensure the successful hiring of top-tier leadership talent.

Executive search, or headhunting, specializes in recruiting senior executives. We focus on industries like Building Products, Healthcare and Technology. Helping businesses find top talent such as Managing Directors and CEOs. Callum discusses the benefits below:

Within the fast-paced Business Environment we experience today, the need for diversity and inclusion (D&I) are crucial for business success. This piece highlights extensively that diverse leadership teams are more innovative, agile, and profitable.

The article asserts that face-to-face meetings build stronger connections, trust, and clarity than virtual meetings. It notes the benefits of virtual meetings but prefers in-person interactions when possible.

In this article, we explore what executive search entails, who the big names in the industry are, and discuss the benefits of opting for smaller or "boutique" executive search firms over the big global brands such as Korn Ferry or Heidrick & Struggles.

A Guide for International Businesses Looking to Set up or Grow a Company in the UK

In this article, Mark Goldsmith shares his first-hand experience of being compared against another executive search firm for a crucial leadership role, highlighting the critical importance of asking key questions to ensure successful candidate engagement and recruitment outcomes.

I was asked by the VP HR EMEA for one of our industrial technology clients, "what is your view on hybrid working? What are other companies doing?"

Far too often we receive enquiries from companies in distress because they have a critical role they need to recruit but can't. They have usually done everything to attract their sought after candidate and have failed with each. They then think Executive Search is their golden ticket to success. They don't really want to retain or invest in an Executive Search Consultancy but feel they haven't been left with any other option and so decide to go for it. They feel like they are putting a lot of money on red on a roulette wheel.

It is no secret that companies are struggling to find the talent they need. Vacancies are at an all-time high and the high-calibre talent required to fill these positions is increasingly becoming more difficult to entice. So why are companies having such a difficult time enticing, engaging, and appointing the talent they so desperately need?

If you’ve ever tried recruiting through low-cost methods, then you know that there is a time and place for it. Sometimes these low-cost methods are all that is needed to find the perfect candidate. But what if they are not enough? What if your company needs someone with a specific expertise that is critical to the success of your business?

As time moves on and technology advances, we can't help but wonder what the future holds for us. In this case, the recruitment industry as a whole is being questioned as more and more people begin to use online options rather than traditional “analog” toolkits. What's important to know is that it isn't just any company using digital methods of looking for new employees. Today, it is mainly large corporations that have access to significant budgets to invest in their recruitment strategies, mostly using digital options for online advertising, social media campaigns and their general hiring process.

I recently watched a great chat between Google Dave and Hung Lee at the Brainfood gathering and they discussed candidate experience over recruitment process. We all know that it is currently really tough to find the talent we all need to satisfy job vacancies and enable our businesses to deliver the exciting growth opportunities we have. However, it seems that MOST companies are still running a recruitment process based on their needs rather than creating a candidate experience that will motivate high calibre talent to want to be involved.

I am forever stunned how many senior leaders make a decisive judgment about a potential new employee based on a CV. Why would you do that and especially if you are investing in a recruitment partner to find the talent your company desperately needs?

Selecting a great recruitment partner is critical to the success of any recruitment you are investing in. Get it wrong and it could be very costly. Get it right and it could be a key partnership that fuels and enables your growth strategy.

Let me introduce you to that voice inside your head: that voice would be your “limbic system” otherwise known as our inner chimp, as described by Professor Steve Peters.

"Together is better" and this reminded me of our love for Simon Sinek at a time when we were debating the purpose of our business!

We use our values to recruit into Collingwood which has produced a fantastic team that are all aligned, share the same purpose, share the same care for one another as well as our external stakeholders.

Coaching is likely to take you out of your comfort zone and is not about working with someone that won''t challenge you or that you feel comfortable with because they will say all the right things and make you feel good.

We have always been a values-led company at Collingwood and a few years ago we decided that we wanted a client portfolio that aligned to these.

We are experts in providing executive coaching to meet several business needs including performance optimisation, change management, succession and career transitioning or on-boarding

Executive and leadership coaching has grown in popularity and practice over the past few decades. The role of an executive has arguably become more complex and the levels of volatility, uncertainty, and ambiguity have risen globally.

This blog looks at some of the crucial ingredients and 6 key elements that will help to distinguish what executive coaching should be and assess when it is a valuable intervention.

Peter Drucker, the well know management and leadership consultant suggests that “management is doing things right” whereas “leadership is doing the right things”.

If there is one area of a company that requires rigorous and effective recruitment, selection and development then surely it is sales.

There is often confusion around the overlap between these four approaches to learning and personal development

Our research indicates that an evidence-based focus on the 7 key aspects of the executive search and selection process will improve its quality, and support the achievement of high-performance outcomes.

We’ve been reflecting on how leaders should respond to the disruptive nature of VUCA change and, in doing so, engaged with the VUCA prime model

A large part of an executive team’s working week involves ‘firefighting’ activity, reacting to unplanned events, crises and problem issues. This can be as much as 40% but certainly is rarely below 20%.

What makes a purpose driven leader? Research has identified these 10 key personal characteristics which are required to define todays purpose driven leaders

Volatility, uncertainty, complexity and ambiguity (VUCA) are now inherent in business. The business landscape has changed significantly over the past 10 years and is continuing to do so at an accelerated rate, driven by a rapid change in the global economy, technology advancements, and cultural diversity.

What’s your company’s core purpose? Do you know why your company exists, rather than what it does or how it does it?

A leadership succession strategy is a process for identifying and developing internal people with the potential to fill key business leadership positions in the company

Douglas Ready, Professor of Organizational Behaviour at London Business School, has undertaken research on high-potentials. His results showed that the top 3% to 5% of talent can be defined as ‘high potential’, with intangible factors that truly distinguish them from the pack

Today’s finance directors are striving to contribute more to organisational performance, and FDs have emerged as much more rounded, commercial and strategic business leaders than the traditional role of ‘scorekeeper’ of yesteryear.

Ensuring that your business has strong leaders with the correct leadership skills is crucial to being successful. Without a clear vision or a strong leadership to keep your business on track, you are unfortunately not likely to achieve your aspirations and the dreams you have set. Your senior team may already possess many of the innate leadership qualities below. We have used behavioural and leadership profiling by Thomas International and Hogan Assessments to provide an accurate insight into how people behave at work, answering questions such as: what are their strengths and limitations? How do they communicate? Are they self-starters? Are they leaders? And what motivates them? How do they act under pressure?

We have explored some frustrations of working with contingency recruiters and why you should partner with executive search specialists

We have explored why companies should work with a proactive executive search partner rather than a contingency recruiter

Are you looking to hire a Sales Director or Sales Leader? Costly mistakes are often made in the hiring process due to lack of initial input in working out what you require. Get it right first time! Collingwood Executive Search have put together this helpful guide - 12 key factors you should consider when recruiting a Sales Director, which will help you make the right decisions before you start your hiring process.

ERE.net have published a report by entrepreneur Alon Laniado on employer branding which really resonates with my experience as a head-hunter. Here are some tips to improve your story brand

There is a misconception that executive search is a recruitment process relevant for only hiring board level roles. It is, in fact, a robust recruitment process that adds values to a range of roles up and down the hierarchical ladder

Exploring how companies need to adapt and implement a recruitment strategy to find the right candidates for the role

Neuroscience is helping us to understand how our brains work. Our latest learnings have been explored by Dr. Paul Turner and Jennifer Jones in this insightful podcast.

Exploring the strategic priorities of CEOs in today's environment of constant change

Welcome to our podcast, brought to you by Dr. Paul Turner, Ph.D., a Leadership and Organisational Coach, Fellow of CIPD, and experienced educator with a PG Cert Ed. Dr. Turner has dedicated his career to helping individuals, teams, and organisations reach higher levels of performance by improving leadership capabilities. This insightful podcast delves into proven methodologies, innovative approaches, and the latest thinking in strategic leadership development. With organisations worldwide investing heavily in leadership programs, the challenge remains: how do we evaluate their true effectiveness and ensure they deliver measurable value? Leadership development is more than just an initiative—it is a critical factor that impacts personal growth, team dynamics, and overall organisational success. In this series, we explore the importance of adopting a more defined and strategic focus on leadership development. We discuss how aligning leadership content and culture with an organisation's purpose, vision, and strategic priorities is essential for driving sustainable success. Dr. Turner combines research-backed insights with practical solutions to help leaders navigate these challenges and unlock their full potential. Whether you’re a leader looking to grow, a team striving for better performance, or an organisation aiming to align leadership with long-term goals, this podcast is for you. Enjoy listening, and start your journey toward impactful leadership today!

Exploring the role of a company purpose and considers why organisations may want to use such a visionary leadership approach to achieve high performance

Mark speaks with Duncan Baker-Brown, Founding Member of Award-Winning Architects, BBM Sustainable Design about his career

Mark Goldsmith, was extremely keen to sit down with Paul Hetherington to understand more about his roles within the industry

Having partnered with a key national contractor of the Trust’s on executive search assignments, find out what they discussed

Having historically worked with Paul Williamson, Collingwood’s Head of Building Products & Construction, Mark Goldsmith, was pleased to hold conversation with the former MD of modular homes specialist, Nu Living, part of Swan Housing Association

Collingwood caught up with Peter Bannister to discuss the impact COVID-19 has had on medical technology transformation

Collingwood speaks with Francesco Ferro CEO & co-founder of PAL Robotics and the interest in robotics in the healthcare sector

We discussed with Patrick Strauss from Luxsoft their lead they have in the digital transformation space and how clients view it.

Shaun Le Geyt spoke with Collingwood about his journey with data & AI at Parkinson’s and the challenges he and his team have faced

Recently we have seen a number of high-profile cyber-attacks involving ransomware and with these forms of attacks increasing, a warning from the National Cyber Security Centre (NCSC) has urged businesses to increase their defences. It is crucial that this increase in defence starts with ensuring the right culture and talent is in place.

Burn out in Cyber Security is not a new subject, but it is one that has had much more coverage over the last 18 months. The most significant change during this time has obviously been the pandemic, which saw a rise in cyber-attacks – dealt with by teams working remotely…it all adds up to increased pressure.