Our excellence in networking starts with the fact that Coffou Partners is an inclusive organization. The diversity among the team – ethnic, generational, and gender – allows each of us to develop specific and unique rapport with our peer networks. We discovered the unique ability to speak candidly with those peers and to gain far better insight into their requirements, concerns and motivations. 

We build our networks through participation in organizations such as the Black MBA Association, the National Association for African Americans in Human Resources, the University of Chicago Women’s Business Group, and more. That broad networking allows us to quickly engage candidates across a diverse group of people – communicating an opportunity and portraying the employer in the proper perspective. 

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New leaders are most vulnerable during their transition because they lack knowledge of the organization and relationships to rely on, yet their actions have a disproportionate impact on their success or failure. Sharing in the accountability for the new leader’s success, we encourage a deliberate and proactive plan between hiring manager and new hire to address an effective approach to integrating and becoming productive.  

With leadership development back in the forefront, linking assimilation and the development plan are critical. The data collected on the new leader during the search process can be the first inputs into the individual development plan. For further information on Coffou Partners approach to Assimilation, please see our New Leader Assimilation section.