The Perfect Fit

Separating Executive Role 'Engagement' From Job 'Satisfaction'

In a recent article in the ExecuNet Newsletter ("Market intelligence and insight for maximizing executive talent management") written by Joe McCool, I was struck by how important the difference between "engagement" and "satisfaction" is.  I was also struck by how significant that difference is to every kind of organization, and for every level of employee in the organization.

Here's what Joe wrote:

"The second annual Executive Retention Report by ExecuNet and Finnegan Mackenzie found that over 90 percent of U.S. CEOs and other management leaders believe an executive can be engaged in their work and with their employer but still open to considering new career opportunities. This was reflected in their attitudes about their own sense of engagement and job satisfaction.

Exactly 93 percent of CEOs, presidents and top business executives report they're engaged in their current role, but only 75 percent say they're actually satisfied with it. Also, roughly 7-in-10 other 'C-Suite' executives and others at the vice president, director and manager levels are likewise engaged in their day-to-day work, but only 5-in-10 say they feel a sense of overall job satisfaction.

"Companies should take the time now to consider how their potential failure to retain their best management executives will weigh on corporate productivity, financial results and succession plans in the coming year," says ExecuNet's Mark Anderson. "Even before this recovery takes full effect, it's clear that surprisingly high numbers of executives are restless and eager to explore what a more growth-oriented economy has in store for them."

Further, Anderson commented, "If companies can't retain their executive leaders and don't have the right teams in place, they simply won't reach their business objectives for the coming year. For that reason, retention risk should be on the corporate agenda now."

To stave off key executive defections, says Richard Finnegan, principal of Finnegan Mackenzie - The Retention Firm, and author of Rethinking Retention In Good Times And Bad, companies should consider conducting 'stay interviews' to rebuild trust with key business leaders, get them re-engaged and explore what the company could do to increase their job satisfaction, and get them focused on the potential upside of staying."

Having 50% of your organizations' leadership with their job obviously means that 50% are not satisfied.  That will affect productivity, morale and the company culture in a negative way.  It's easy to understand how improving  satisfaction on the job (at every level) will increase productivity, morale and culture.

I've previously written about the "restlessness" of employees at the moment (resulting from their feelings of overwork and undervalue)

St. Louis Search: VP New Business Development, Marcom #10077

General Description:

In this new position, the Vice President of Business Development will be responsible for expanding our client’s client base, geographic footprint, and account penetration – this is a “hunting” position and not a “farming” position.  The successful candidate will lead all new business development and marketing efforts and will strategically guide the firm through new client acquisitions and growth.

Primary Responsibilities:
•    Lead the strategic client acquisition planning process, including the lead generation process and actively manage and track efforts to guide strategy and engagement with various potential clients.

•    Utilize their professional network of established creative service buyers to identify and cultivate new business opportunities with potential clients by selling ideas that align with clients’ business, consumer, and brand objectives.

•    Develop and pursue new business opportunities through participation in appropriate conferences, conventions, external meetings, and speaking engagements.

•    Demonstrate initiative with prospective accounts and connect with key decision-makers across various departments and product groups, including marketing, senior leadership, and chief-suite executives.

•    Provide organization and analytical expertise to new business processes.  Lead business decisions that maximize revenue and minimize cost.

•    Analyze and characterize identified markets, potential clients, and expanded geography by assessing the market size/growth, value chain, business models, dynamics, and key players/organizations.

•    Conduct various market and competitive assessments to benchmark our client’s creative’s strategic advantage and brand position versus the competition.

Experience:
A bachelor’s degree in business, marketing, fine arts or a related field is required.  An MBA or other relevant advanced degree is a plus.  The successful candidate will also be someone who has demonstrated their commitment to their personal and professional growth by participating in appropriate professional organizations and attending relevant conferences and seminars.  A minimum of seven years experience at a creative services firm is required, with a background in graphic design, advertising, interactive, creative marketing consulting or similar organization is a must.  We’re looking for a collaborative, entrepreneurial and energetic leader who is a dynamic communicator and personality.  Candidates must be fluent and experienced with online marketing strategies and tactics.  More than anything else, an historic, consistent and proven ability to develop new business revenue for a creative firm is absolutely essential.

Compensation:
Our client is interested in recruiting premier employees, the compensation package reflects that desire, and will be custom designed for the candidate.    The package includes an outstanding benefits package . . . and even free parking!

About Our Client:
Our client has a major presence in the St. Louis market and has been in that market for over 25 years.  They build superb, consistently award winning creative and interactive on a strong foundation of client knowledge, strategy and service.  The culture is collaborative and fun, with many of the employees having remained for years and years.  There is very little employee turnover.  They have been names one of the best places to work in St. Louis.  They have national clients that have been loyal for more than ten years.  Our client is a stable company that is interested in long term incremental growth and stability.  EOE