OUR SERVICES
Making a Difference with Results, Expertise and Flexibility
Our Services
Service Offerings
In 2018, LISA D. RYAN, LLC launched to provide human resource consulting services to family offices, family foundations and the wealth advisors that serve these organizations. While recruiting executives for these organizations over a 20-year period, Lisa realized that many of the family enterprises or boutique wealth advisors did not have a dedicated human resource professional, and at times, they had human resource needs outside of executive recruiting. With a deep understanding of these organizations, Lisa formed LISA D. RYAN, LLC to recruit exceptional executives and to develop and optimize existing talent to enhance organizational performance and attain goals.
LISA D. RYAN, LLC is unique in providing talent management through talent acquisition services to this market segment and in their commitment to aligning consultant and client interests. Additionally, Lisa is certified in the DISC/PIAV, the Hogan Assessment and the Leadership Versatility Index (LVI). The insights gained from the assessments can be helpful in candidate on-boarding, promoting successful integration, enhancing communication, developing executives and reviewing performance. These tools can help promote high performance and alignment between organizational talent and the overall business strategy.
Executive-Retained Search
Our high-touch search process is rigorous and comprehensive ensuring that each assignment receives the attention of the senior search executive from start to finish. We are committed to attracting the best candidates for the role and the organizational culture, to enhance your organization’s performance, by casting a wide net and thoroughly canvassing the market. Our executive retained search experience includes the following positions: Chief Executive Officer, President, Chief Investment Officer, Chief Financial Officer, Chief Operating Officer, Chief Administrative Officer, Director of Family Services, Portfolio Manager – Alternatives, Director of Business Development, Foundation Director, Senior Client Relationship Manager, Vice President of Finance and Controller.
Our executive search process follows below:
Understand client’s vision, goals, objectives and culture.
Develop position specifications and the profile of the ideal candidate, differentiating
the opportunity to attract exceptional talent.Develop a search-and- talent acquisition strategy that aligns with client’s business
strategy.Execute a rigorous research strategy.
Identify and evaluate candidates via phone and face-to- face interviews.
Administer and interpret behavioral assessments, if requested by client.
Recommend candidates.
Facilitate candidate/client interviews and the evaluation and selection of candidates.
Negotiate compensation package.
Verify capabilities and performance through reference checks.
Communicate with client and candidate to ensure smooth on-boarding transition.
Conduct periodic check-ins with client and candidate to ensure the successful
integration.
Talent Acquisition Consulting
There are times when organizations do not need a full executive retained search but need help making the hiring process more objective. In these instances, we can administer and interpret behavioral assessments, create an interview process and interview tools to evaluate candidates consistently as well as provide other consulting services as outlined below:
Interview family leadership, clients, executives and advisors, as appropriate, and facilitate discussions to reach consensus regarding the position’s role and responsibilities – including the ideal candidate profile.
Create the position description – providing a description of the organization and opportunity, the position’s role and responsibilities, as well as the knowledge, skills, experience and personal attributes of the ideal candidate. We can help you distinguish the opportunity to attract outstanding talent.
A defined interview process and interview tools foster a systematic and disciplined approach to assessing candidates – creating a more objective basis for evaluating candidates and ensuring that candidates are benchmarked against the same criteria.
Assist in defining the interview process.
Construct behavioral-based interview questions and a candidate evaluation grid.
Assist in developing a Case Study or Simulation Project.
With a thorough understanding of your vision, mission, business and talent strategy, we can assist you with interviewing prospective candidates, assessing their experience, capabilities and culture fit. We can help administer and interpret behavioral assessments, such as the Hogan and the DISC/PIAV, if desired. The insights gained from the assessments can be helpful in candidate on-boarding and future conversations, promoting successful integration and high performance.
Understand the goals and culture of the organization.
Assess the organization’s talent and develop a gap analysis to determine the human capital needs.
Recommend talent-acquisition and talent-management action plans.
Provides deeper insight into what it will be like to work with the potential hire, their strengths, their areas for development and their motivators.
Promotes smooth onboarding and integration.
Talent Management Consulting
Talent management is in important business strategy to attract and retain exceptional talent. Research indicates that the ability to continue to grow and develop professionally is a major motivator for accepting and/or remaining in a position. This can be a challenge in smaller enterprises; however, providing opportunities for employees to develop to their highest potential leads to happy, high performing employees and promotes internal succession. In smaller enterprises, creating these growth opportunities requires an understanding of what motivates the employee and their career aspirations.
A talent management strategy should include coaching, goal setting, feedback, performance reviews and career planning. We offer the following talent management services:
By administering and interpreting the Leadership Versatility Index (LVI), which is a leadership learning and development tool, we can assist you in establishing a plan to enhance the leader’s effectiveness. The LVI is similar to most 360 assessments in that it compares a leader’s view of him or herself to feedback from superiors, peers and subordinates. The LVI is unique in that it assesses a leader’s versatility and identifies a leader’s strengths, which may be “overused” and become a weakness. The LVI evaluation is predicated on the belief that the most effective leaders are versatile and able to modulate between the polarities of leadership based on what the situation requires.
After understanding the goals of the organization and assessing the talent, it is possible that the best solution is to realign existing talent. For example, are the right people in the right roles? Should responsibilities be reallocated? Are the mandates of the position(s) clear? Is further training, education or coaching needed to enhance effectiveness and performance? We can help you answer these questions.
Team building begins with a clear understanding regarding the goals of the team and how they fit into the overarching strategy and mission of the organization. Team cohesion can also break down due to poor communication and a lack of understanding of one’s motivators and behavioral styles. Often the DISC/PIAV assessment is used to promote understanding and team cohesion, resulting in improved performance.
We can administer and interpret the Hogan and LVI assessments. The Hogan promotes self awareness and identifies the leader’s strengths and challenges, as well as their motivators. The LVI provides insights into how the leader is perceived versus how they see themselves. These two assessments form the basis for creating a leadership development plan and the leader is coached in its formulation and its execution.
Recent Talent Management Success Stories
Delivering results for clients
Our track record includes leadership solutions for high-performing individuals and organizations. That can include executive-level coaching, for example:
Director and Vice President of Finance in transition
Coaching and leadership assessments were used to confirm the executive’s strengths, talents and behavioral style to frame his value proposition. We helped affirm roles and organizations which he was best suited for and where he would be the happiest and the most successful. Coached candidate on how to best present himself and facilitated networking opportunities.Results
The executive successfully landed an opportunity as a Vice President, Senior Asset Manager of the Family Business Group of a prominent financial institution. He has been there four years and continues to thrive in this role.
Vice President of Real Estate in a family owned restaurant chain
Coaching and leadership assessments were used which were extremely impactful in understanding the individual’s leadership strengths and their “blind spots.” Through coaching, we helped set a purposeful career path, along with a development plan to attain his goals, including working on his leadership blind spots.Results
The executive satisfied his own entrepreneurial aspirations and his family business obligations through establishing his own real estate investment and advisory services company. He is fulfilled, and the family business and his clients are very satisfied as well.
Leader of a third-generation family owned mining and manufacturing company
Coaching and leadership assessments were used to understand the professional’s talents, interests and motivators. The assessments were used to help define the professional’s career aspirations. Comparing the individual’s current role with the assessments and aspirations, we could better understand her career dissatisfaction. Coaching supported her in speaking with senior management about her role and expanding it to include more creative responsibilities.Results
The revised role resulted in career satisfaction for the individual and allowed her to make a greater impact on the organization.