๐ฅ๐ฒ๐ฎ๐ฑ๐ย ๐ณ๐ผ๐ฟย ๐ ๐ฎ๐ฑ๐ฟ๐ถ๐ฑ!ย On November 21-22th, our network will gather in the heart of Madrid, Spain, bringing together our partners from across the EMEA region.ย This annualย regionalย meetingย is a unique opportunity for our members to strategize, connect, and redefine the future of executive search.
We have a robust agenda focused on industry disruption, new market realities, and collaborative challenges on building the future of executive search to impact our clients and candidates with a competitive advantage that is sustainable for their success.
We are excited about this meeting that promises to deepen our expertise and strengthen our network asย ๐๐ต๐ฒย ๐บ๐ฎ๐ฟ๐ธย ๐ผ๐ณย ๐๐ฒ๐ฎ๐ฟ๐ฐ๐ตย ๐ฒ๐ ๐ฐ๐ฒ๐น๐น๐ฒ๐ป๐ฐ๐ฒ, featuring influential guestย keynoteย speakers, in-depth roundtable discussions, and networking activities (including a friendlyย and tastyย tapas competition!).
We look forward to continue leading with collaboration, insights, excellence, and innovation in executive search across EMEA!!!!
๐๐๐ก๐๐ย ๐ฆ๐ฝ๐ฎ๐ถ๐ป, operating under its local brand (Magallanes Consultores de Direcciรณn), is exclusive representative ofย ๐๐ก๐๐ย ๐๐น๐ผ๐ฏ๐ฎ๐นย in the region.
โThe only constant in life is change.โ There is no doubt that this wise quote by Heraclitus clearly reflects the spirit of the Fourth Industrial Revolution, where constant change is the only reality. During the recent talk by Monica Retamal at our INAC Latam Regional Meeting, titled โThe Future of Work: 8 Trends Challenging Todayโs Companies,โ we explored not only the symbiosis emerging between the digital, physical, and biological realms, but also how this transformation goes beyond our daily activities to impact the identity of companies and how we manage talent. In this sense, adaptability becomes essential for any company looking to continue growing in a constantly evolving environment.
We find ourselves in an era where technology is not just a tool, but an integral part of organizational culture that requires amindset shift prioritizing flexibility, creativity, and collaboration. Companies must ask themselves how they are adapting to this reality and what changes they are implementing to attract talent that not only meets technical requirements but also aligns with the companyโs purpose and values.
However, thatโs not all; the skills valued in the market are clearly evolving. Today, the ability to adapt, learn, and collaborate is fundamental. This revolution is demanding that companies invest in the development of internal talent, fostering a culture of continuous learning that enables their employees to acquire the necessary competencies to transform and evolve. Likewise, when incorporating external talent, companies should focus on finding profiles that not only bring technical skills but also embody a growth, open and adaptable mindset.
Another crucial aspect that this revolution brings to companies is the ethical dilemmas that arise with technological advancement, such as privacy, equity, and transparency. This compels companies to be more proactive in establishing policies that balance technological innovation while ensuring social responsibility and respecting fundamental values and the well-being of their employees.
On the other hand, this revolution transforms society; therefore, companies play a key role in building a more inclusive future, where opportunities are shared equitably and where diversity of talent is valued. This vision will be essential in facing the challenges of the future workplace.
In conclusion, if there is one ALERT from all of this, it is that – as part of the Fourt Industrial Revolution โ companies must be more aware of their role in society and the world, starting with the question of how they can effectively lead change. Leveraging technology is one way, but not only to improve efficiency; rather, it is crucial for enriching our employeesโ experiences and building a more human and inclusive future. Every decision and action must focus on talent. It is both a challenge and a tremendous opportunity for all companies, regardless of size, type, or sector.
______________________________________
Marรญa Elena de la Sotta, Partner De la Sotta Consultores (INAC Mรฉxico)
With over 16 years of experience in Executive Search, focused on recruiting top and middle management executives both nationally and internationally, Marรญa Elena is the Executive Director of DeLaSotta Consultores, a firm established in 2009 and renowned for its high-quality service and client focus. She is an expert in remote recruitment, developing strategies that connect top professionals regardless of their geographical location. She actively participates in talent recruitment programs for young professionals at prestigious institutions such as Harvard, MIT, Kellogg, and Michigan. Additionally, she is involved in “emerging talent” initiatives at leading universities in Argentina, Brazil, Chile, Ecuador, and Peru. As a certified Career Coach, she provides specialized career coaching and mentoring, supporting clients through career transitions with tailored programs that meet each client’s unique needs.
Imagine a world where 75% of jobs are driven by STEM (Science, Technology, Engineering, and Mathematics) careers. This incredible statistic provided by UNESCO for 2050 became a key moment during Mรณnica Retamalโs talk at our INAC Latam Regional Meeting. Listening to her, I realized that we are on the brink of a labor revolution that promises not only significant transformations but also presents enormous challenges for companies. The idea of a future dominated by technology can be extremely exciting โ like something out of a science fiction movie โ but at the same time overwhelming, as it confronts us with the urgency to adapt and prepare for whatโs to come.
It’s no mystery that digital skills are becoming increasingly essential. However, thereโs a dilemma we face: 6 out of 10 companies feel that they are being held back by their peopleโs competencies (Source: BCG). This is alarming! We find ourselves at a critical point where, despite technological advances, there is still a disconnection between what the market demands and what professionals can offer.
I believe that just as English has become a basic requirement for professionals, digital skills will soon occupy a similar place. Itโs no longer enough to have a basic understanding of digital tools; we need to be competent in their use so that they not only facilitate our work but also enhance our creativity and capacity for innovation.
This is leading more and more companies to take on the responsibility of creating a culture of continuous learning -through programs that range from training to the creation of collaborative spaces โ not only to attract the best talent in STEM fields but also to prepare the workforce for the future challenges. If companies want to continue growing, they must invest in the development of their employees, ensuring that they not only have the technical skills but also an open and adaptable mindset. The success of companies will depend on their ability to manage and develop talent.
Additionally, it is not only the responsibility of companies to ensure the development of their employees; it is also essential that everyone, from leaders to each team member, commits to acquiring and honing their skills. Those willing to adapt and learn will not only remain employable but will also continue to advance their careers despite the challenges and evolution of the market.
This is an exciting and challenging time, but the transformation is already underway, often without us realizing it. Letโs seize the opportunity as leaders to keep evolving and contribute to ensuring that talent management and technology adoption go hand in hand.
Independent Director, Business and Marketing Consultant for corporate and family businesses. She worked as Marketing Director at Procter & Gamble. She is currently Director of the Global Board at INAC Global Executive Search and an Executive Coach, with a background in Business Administration and Accounting from the Universidad del Pacifico and an MBA from Tulane University, New Orleans, USA.
What an enriching week we experienced during our INAC Latam Regional Meeting in Chile! Beyond the productive work meetings, we had the pleasure of hearing Mรณnica Retamalโs incredible talk: โThe Future of Work: 8 Trends Challenging Todayโs Companies.โ Among the trends, what really caught my attention was how the expectations of the workforce have radically changed, especially with the arrival of Gen Z. This is a generation that not only values flexibility and mental health but also seeks a balance between personal and professional life, presenting significant challenges for leaders who intend to continue leading in traditional ways.
Through our experiences at Strategic Talent (INAC Mรฉxico), connecting with leaders from various industries and roles, we have been able to sense the need for companies to continually reinvent themselves, not only to meet market demands but especially to respond to the needs of talent.ย The pandemic accelerated many changes, including the fact that executives themselves are becoming more selective about where and for whom they want to work.ย 90% of the leaders who have gone through our processes emphasize the importance of a company having a clear purpose โ one that not only embraces ethics and sustainability (ESG) but, above all, places employees at the heart of its strategy.
Additionally, talent no longer wants their leaders to be superheroes or know-it-alls. They seek authentic and empathetic leaders who create meaningful experiences, focused on mentoring and coaching as part of their leadership role, to bring out the full potential of their teams. This approach not only enriches the work experience but also builds an organizational culture where each person feels valued and empowered.
As a result of these expectations, the concept of organizational success has also started to shift. Companies that once measured their performance solely by their results are now being forced to broaden their vision. To attract and retain talent, they must go beyond profitability; they need to promote well-being, diversity, and inclusion, and genuinely commit to social and environmental causes. The reality is that todayโs workforce is looking for radically different work environments, where the connection, purpose, and values of the company and its leaders are at the core of the experience.
Whatโs particularly interesting here is the role of leadership in this evolution, with new generations preferring leaders who guide with authenticity, who accept that they donโt have all the answers, and who are willing to grow alongside their teams.
Without a doubt, the arrival of Generation Z is demanding deep changes in leadership, and what is at stake is not just the ability to adapt to change but the ability to lead that change. Are we ready to transform our leadership?
CEO of Strategic Talent, an international Executive Search firm and the exclusive representative of INAC Global Executive Search in Mexico. Founder and General Director of Accelerate DEI-TALENT, a consulting firm focused on transformation and leadership in Diversity, Equity, and Inclusion.
With deep expertise in executive search, DE&I strategy, inclusive cultures, leadership development, diverse talent management, and gender equality, she also serves on the Advisory Board of INAC Global Executive Search. She has empowered over 50,000 senior and mid-level leaders and is a thought leader in DE&I, frequently serving as a panelist for Fortune 500 organizations and prominent Mexican companies. Creator of the statement โBusiness Leaders Invest in Womenโ for Forbes’ Powerful Women forum. Committed to driving positive change and transforming lives.
Last week, we had our INAC Latam Regional Meeting in Chile, where we had the pleasure of hosting Monica Retamal and her talk on โThe Future of Work: 8 Trends Challenging Todayโs Companies.โ One of the trends that impressed me the most and stuck in my mind was the decreasing lifespan of companies. Mรณnica mentioned that in 1958, organizations lasted an average of 61 years; today, that number has dropped to just 18 years.
The truth is that, in a world where tech companies are at the forefront, the speed with which they emerge and disappear due to the same technological evolution is astonishing. On the other hand, companies no longer aim to last for decades. Agility and the ability to adapt to market changes are key factors for their survival.
Clearly, this has an impact on professional careers. I remember those times (hahaha) when it was common for someone to spend their entire career at one or two companies, building a long, linear career. Now, things are entirely different. Careers now resemble a game of leaps, where we frequently change companies and roles.
As a headhunter, I have noticesd that candidates are not only seeking new opportunities, but they also want more diverse experiences that challenge them and allow them to remain relevant in a constantly changing work environment. As a result, they are willing to remove faster to find new opportunities. It is no longer about building a career in the same company; the key now is to adapt and evolve continuously. As an example, at INAC Perรบ – Global Executive Search , we have observed that 54% of C-Level placements in recent years have been in sectors different from those the candidates originally came from.
The reality is that both companies and professionals must learn to reinvent themselves. Companies, and consequently talent, must be agile and continually adapt to new business models, while talent must develop skills that allow them to transition between different industries and roles, and naturally, adapt to new technologies. Evidently, today everything is changing all the time, and in increasingly shorter periods. We need to be ready, as both companies and professionals, for whatever comes.
In this sense, I would say that companies that foster a culture of continuous learning and create collaborative spaces will not only be able to better adapt to challenges but will also attract the best talent, those who are seeking to grow and develop while enriching their work experience.
In conclusion, Charles Darwinโs famous quote is becoming more relevant each day: โIt is not the strongest species that survive, nor the most intelligent, but the one most responsive to change.โ Under this trend, the question we must ask to ourselves is โฆ are we ready -as companies and professionals- to constantly respond to change?
Director of family businesses and Professor at the Escuela de Direcciรณn Universidad de Piura with more than 28 years of experience. He was General Manager at Forus Peru (retail) and Director of Marketing at Procter & Gamble. He holds a degree in Industrial Engineering from the Universidad de Lima and an MBA from the Escuela de Direcciรณn PAD – Universidad de Piura.
We had the pleasure to count on with Monica Retamalโs expertise, a social entrepreneur and Executive Director of Fundaciรณn Kodea, at our ๐๐ฎ๐๐ฎ๐บ ๐ฅ๐ฒ๐ด๐ถ๐ผ๐ป๐ฎ๐น ๐ ๐ฒ๐ฒ๐๐ถ๐ป๐ด in Chile. Monicaโs presentation on โ๐ง๐ต๐ฒ ๐๐๐๐๐ฟ๐ฒ ๐ผ๐ณ W๐ผ๐ฟ๐ธ: ๐ด ๐ง๐ฟ๐ฒ๐ป๐ฑ๐ ๐๐ต๐ฎ๐น๐น๐ฒ๐ป๐ด๐ถ๐ป๐ด ๐ง๐ผ๐ฑ๐ฎ๐โ๐ ๐๐ผ๐บ๐ฝ๐ฎ๐ป๐ถ๐ฒ๐โ was an eye-opener for all of us. She emphasized the importance of adapting to new workforce dynamics and leveraging technology to create more inclusive and sustainable businesses.
We were also fortunate to have some of our valued clients join us for this session. Monicaโs insights not only resonated with us as industry leaders but also with our clients, who are navigating these same challenges. Her perspective reinforced our role in supporting both our network and our clients, as trusted advisors, to identify and develop the talent necessary for the future challenges.
Thank you, Monica, for your thought-provoking session, and to our clients for sharing in this insightful experience!
We have wrapped up another successful INAC Global Executive Search ๐๐๐ง๐๐ ๐ฅ๐ฒ๐ด๐ถ๐ผ๐ป๐ฎ๐น ๐ ๐ฒ๐ฒ๐๐ถ๐ป๐ด in Santiago, Chile!ย From October 16th-18th, our regional partners gathered to exchange valuable insights, discuss key trends in talent management, and align on strategies to continue driving excellence in executive search.ย Together, we reaffirmed our commitment to upholding ๐๐ต๐ฒ ๐บ๐ฎ๐ฟ๐ธ ๐ณ๐ผ๐ฟ ๐๐ฒ๐ฎ๐ฟ๐ฐ๐ต ๐ฒ๐ ๐ฐ๐ฒ๐น๐น๐ฒ๐ป๐ฐ๐ฒ, ensuring that our clients receive the highest standard of service and experience.โฃ โฃ The passion and collaboration during this meeting will undoubtedly strengthen our approach as we move forward in delivering unparalleled client experiences and outcomes.โฃ โฃ A big thanks to ๐๐ก๐๐ ๐๐ต๐ถ๐น๐ฒ (De La Sotta Consultores) for hosting this event and to all who came from many LATAM countries to participate and make this event a one of its kind.โฃ โฃ โฃ โฃ ๐๐๐ก๐๐ ๐๐ต๐ถ๐น๐ฒ, operating under its local brand (De La Sotta Consultores), is exclusive representative of ๐๐ก๐๐ ๐๐น๐ผ๐ฏ๐ฎ๐น in the region.โฃ
The Hague, Netherlands, September 2024 โ INAC Global Executive Search is pleased to announce the addition to our global network of Chemical Search International, specialized in executive search for the global chemical sector and its value chain and related sectors.
Headquartered in London, and offices in New York and Singapore, Chemical Search International brings extensive global expertise and outstanding quality delivery also in emerging areas such as green, circular, and bio-based chemical solutions.
Led by Stephen J. Mothersole, CEO, the Chemical Search International team is made up of seasoned consultants originating from the chemical industry, giving them a unique understanding of the sector and an unmatched ability to identify and place highly specialized talent, from hard-to-find specialists to C-suite executives on a global scale.
We are enthusiastic with the incorporation of this like-minded firm into our organization. It is a vibrant expression of the continuous and sustained expansion and growth of INAC Global Executive Search and evidence of our increasing capability to provide high-quality sector-focused talent advisory, said Rui Borges, President of INAC.
The addition of Chemical Search International further strengthens INAC Global Executive Searchโs global reach and ability to deliver exceptional talent solutions to our clients, particularly reinforcing the UK, USA and Singapore markets.
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ABOUT INAC Global Executive Search
The mark of search excellence
INAC Global Executive Search is a worldwide network of like-minded, independent, entrepreneurial, successful retained executive search firms. Our members are exceptional, with an outstanding track record of meeting client mandates for more than 30 years โ across industries, sectors, and territories. Together, we combine impressive local market knowledge and exemplary global reputation with highly personalized and professional service.We help companies go further.
The Hague, Netherlands, September 2024 – INAC Global Executive Search is thrilled to announce the appointment of Karla Alfaro as our new Head of Strategic Partnerships. This decisive move marks a pivotal moment in our journey as we continue to evolve and elevate our expertise and search excellence, taking our operations and strategic partnerships worldwide to a higher level.
Karla brings to the organization, to its members and to our global clients an extensive experience in strategic project management and modeling business partnerships, having played a crucial role for the past few years within INAC Latamโs regional initiatives. She will be working closely with the INAC Global Board in driving business development, geographic expansion, and knowledge pollination initiatives across the network and on a global scale. Her exceptional leadership, passion, agility, proactiveness and creative approach will reinforce our global recognition and connect diverse strategic ecosystems across our network.
โBringing Karla on board represents an exciting major step forward in our commitment to growth and strengthen our ability to operate on a global scale. It also represents decisive evidence of our commitment to continuous innovation, ensuring our clients the effectiveness and the flawless results they need to achieve their objectives.โ says Rui Borges, President. โWe are very encouraged and confident with all the great achievements that await us as direct impact of her forward-looking and enterprising leadership.โ
Karlaโs appointment aligns seamlessly with our strategic vision to further assert the differentiation in our search methodologies, the uniqueness of our talent advisory approach, the ability to build cultural bridges and the relevance of cutting-edge solutions to our clients.
_______________________
ABOUT INAC Global Executive Search
The mark of search excellence
INAC Global Executive Search is a worldwide network of like-minded, independent, entrepreneurial, successful retained executive search firms. Our members are exceptional, with an outstanding track record of meeting client mandates for more than 30 years โ across industries, sectors, and territories. Together, we combine impressive local market knowledge and exemplary global reputation with highly personalized and professional service.We help companies go further.
We are thrilled to announce that as of September 1st, ๐๐ฆ๐ (INAC Turkey) has officially joined our ๐๐ก๐๐ ๐๐น๐ผ๐ฏ๐ฎ๐น ๐ณ๐ฎ๐บ๐ถ๐น๐ as our esteemed partner in Turkey. This partnership is a significant milestone for both organizations, strengthening our presence in the dynamic Turkish market and opening new avenues for growth, collaboration and global talent.
At ๐๐ก๐๐ ๐๐น๐ผ๐ฏ๐ฎ๐น ๐๐ ๐ฒ๐ฐ๐๐๐ถ๐๐ฒ ๐ฆ๐ฒ๐ฎ๐ฟ๐ฐ๐ต, we understand that finding excepcional leaders requires a deep insight into details that drive true business success. Reason why, our mark of search excellence and values are shared and are a commitment made by our new partner, GSA.
In the words of Lothar Grรผnewald, Managing Partner:
“Together with our Turkish team, We are excited to bring our expertise and deep understanding of the Turkish market to the INAC Global network. Our focus will be on providing tailored executive search services that not only meet the unique needs of our clients, but also drive sustainable growth and success in a rapidly evolving business landscape.”
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