Mr. Wigger has unmatched experience filling positions on public, private and non-profit boards with diversity candidates. He joins Alder Koten from CW and Associates, a firm he founded to better serve the needs of his multinational client base with global operations as well as to add focus to his corporate board diversity practice.

His prior experience in executive search includes serving as the Executive Vice President, Latin America for Shore Consulting of Mexico City and Executive Vice President for JobPlex, an affiliate of DHR International.

Mr. Wigger’s extensive executive management and international marketing experience includes tenure in Mexico City, serving as Vice President of Latin America for an international cosmetics firm based in New York, New York where he successfully developed entry strategies for its products in emerging markets throughout Latin America, developing and executing all marketing strategies and sales activities for the brand, including enhancing brand presence among thirteen diverse distributors in the region.

Clement holds a BA in Organizational Management from Antioch University and an MBA in International Management from the Thunderbird School of Global Management. Clement is bilingual in English and Spanish.

“Clement’s credentials, relationships and understanding of the issues driving today’s boards, combined with his keen understanding of the executive talent management issues cutting across several markets, borders, and industries, will be a great fit for Alder Koten and our clients,” said Silvia Flores, Founder, and Partner in Alder Koten’s Houston office. “With a rich history of personal and professional accomplishments, Clement is a true leader who will help enhance our firm’s capabilities.”

“His distinguished and stellar record in board director placements will greatly benefit our client base,” said Daniela Gomez, Managing Partner of Alder Koten’s office in Colombia. “Clement, together with Jorge Davalos, will continue to build upon our cross-border relationships with multinational organizations.”

Mr. Wigger can be reached at clement.wigger@alderkoten.com or +1 (214) 556-3860 Ext. 813.
 

About Alder Koten
Alder Koten helps clients acquire, develop and transition leadership talent through a combination of research, executive search, cultural & leadership assessment, and other talent advisory services. For more information about Alder Koten, please visit http://www.alderkoten.com/

A short video by Alder Koten (executive search) outlining five keys to a high impact Linkedin profile.

About Alder Koten
Alder Koten helps clients acquire, develop and transition leadership talent through a combination of research, executive search, cultural & leadership assessment, and other talent advisory services. For more information about Alder Koten, please visit http://www.alderkoten.com/

The premise is that the ideal executive does not exist. Our research indicates that there is no such thing as branding a person as an A, B, or Z type since our behaviours are driven by the environment and context. Great managers and leaders adapt, and their styles tend to change based on the challenge and the strength and weaknesses of other members of a team.

The Alder Koten Competency Model is based on key leadership and management roles and how these roles interact under different circumstances in order to predict an outcome. It identifies four basic roles that coexist and need to be performed in order to achieve a common goal.

These four roles can be applied to our personal or work lives and they can be applied to an individual, an organization, government, or culture. For any task at hand we will Envision what it is that we need to do, Structure what needs to happen, Execute to get it done, and set the right elements in place in order to Sustain it.

The way the roles interact is critical because while they are all required to coexist their nature is incompatible.

The Envision role requires us to think in the abstract, out of the box, and focus on the long term. The focus allows us to look ahead, identify threats, and think about what is required to be effective in the future. The behaviour is conflicting with the Execute role which is the discipline of getting things done and requires a strong focus on what is required to be effective now. As these two behaviours coexist they provide opposing forces: One focused on the long-term and the other on the short-term.

Without the opposing force the strong Envision profile would only be a dreamer that never gets things done, while the Execute profile would be living day-to-day in an endless reactive cycle.

The Structure and Sustain roles share a similar symbiosis. The Structure role provides a highly systematic approach in order to be efficient in the short term. It’s focused on planning, and establishing efficient procedures and structure. It forces ambiguity out in order to provide efficient and predictable management. In contrast the Sustain role focuses on nurturing adaptability, and guaranteeing that systems remain diverse and productive over time. It challenges the rigidity of the Structure role in order to be efficient in the long-term. As these two behaviours coexist they provide opposing forces: One focused on leadership and the other on management.

The polarizing forces were addressed in the book “On Becoming a Leader,” by Warren Bennis as he outlines the key differences between the two roles:

The manager administers; the leader innovates.
The manager maintains; the leader develops.
The manager focuses on systems and structure; the leader focuses on people.
The manager relies on control; the leader inspires trust.
The manager has a short-range view; the leader has a long-range perspective.
The manager asks how and when; the leader asks what and why.
The manager has his or her eye always on the bottom line; the leader’s eye is on the horizon.
The manager protects the status quo; the leader challenges it.
The manager does things right; the leader does the right thing.

These conflicting differences could be traced to physiology according to the left-brain, right-brain dominance theory, the right side of the brain is best at expressive and creative tasks (Envision – Sustain). The left-side of the brain is considered to be adept at tasks that involve logic, structure, and analytical thinking (Execute – Structure). Although a lateral dominance is measurable, both hemispheres contribute to both kinds of processes, and experimental evidence provides little support for correlating the structural differences between the sides with such broadly-defined functional differences.

Evidence in management and leadership suggest that while the nature of the roles is conflicting we are fully capable of switching from one role to another at any given point in time depending on what is required. However, given the conflicting nature, no one can excel at all of the roles at the same time, in every situation, and under every context. Anyone may excel in one or more roles, but if any one of these four roles is missing, or if one is overpowering, a pattern of mismanagement or misalignment may occur. Good leaders and good teams must seek a balance and be fully capable of performing each role.

About Daniela Gomez

Daniela Gomez is the Managing Partner of Alder Koten’s office in Bogota, Colombia. Prior to joining Alder Koten, Daniela served as the Human Resources Director at CEDIM in Monterrey, Nuevo Leon, Mexico. Prior experience in executive search includes working at Korn Ferry International – Mexico. She has performed search work in the consumer products, restaurant and hospitality, automotive, construction, financial services and education industries.

About Alder Koten

Alder Koten helps clients acquire, develop and transition leadership talent through a combination of research, executive search, cultural & leadership assessment, and other talent advisory services. For more information about Alder Koten, please visit http://www.alderkoten.com/

By Jorge Davalos ( Alder Koten Managing Partner – Houston)

Over the past six months we have worked on searches for three CIOs in Mexico. It has given us the opportunity to probe into the minds of over 60 candidates from multiple industries in Mexico as part our in-depth interviews.

As part of those conversations we have asked what they see as the challenges ahead. CIO concerns in Mexico are two fold: Providing a better service for both internal and external customers is on the top of the list, with delivery and seamless execution a very close second. Infrastructure limitations remain top of mind for most of the executives we spoke to and it got me thinking. Is this the way in which cloud computing will take a prime position in the next 3 years for CIO strategy design and execution in Mexico?

I had the pleasure of being part of the creation of Intelligent Finance (www.if.com) and St. James Place Bank (www.sjpb.co.uk) from 2000 – 2002, where the design of a greenfield internet bank required many innovations that challenged the traditional IT banking. Having customer data in multiple systems, so the bank could manage mortgages, loans, credit cards, savings and investments was the norm. The innovation came from making a customer centric model, based on having the information in one “master” place (vs in every system), which all the systems accessed. This made possible the next innovation in banking in the UK, “balance netting” which in summary means, if you have a £300,000 mortgage and £50,000 savings, you only pay interest on £250,000. I have seen very few banks do this, as they have not been built from scratch in the past 13 years. This is one example of innovations which are over 10 years old but are still constrained by legacy systems.

The main task, we were told by CIOs, is how to design an IT strategy that challenges in-house legacy IT infrastructure. Which proven hardware, software, CRM, ERP platform do you choose? Do we go all-out cloud or balance certain elements?  As always a clear business case and a very talented team working with the CIO is required to be able to quantify the tangible benefits and ground the intangible benefits, in order to invest wisely. An increasing number of companies are moving to the cloud by extensively planning and establishing an alignment across all business parts. No longer is moving to the cloud only spearheaded by small IT groups – increasingly, CIOs, CHROs and CFOs are getting involved in the process. Clearly, the ability to then “sell” the change to the multiple stakeholders, get the funding, and then manage the change throughout the organization is another competency required to be successful. Perhaps the biggest challenge in selling a new strategy is the newfound ‘expertise’ from users with opinions formed by consumer technology.

The “consumerization of IT”—defined as the use of technologies that can easily be provisioned by non-technologists—is a hot topic among CIOs these days. Today’s consumerization of IT trend is the culmination of a fundamental shift in the relationship between employers and employees—especially professionals—that began four decades ago. This shift has only now worked its way into the world of enterprise technology .

The challenge to the CIO is to deliver higher value with shorter timescales having less direct control with teams and suppliers scattered geographically throughout the world. We believe the corporate role of the CIO is more important than ever and shifting into a broader strategic figure leaving behind the in-house infrastructure manager paradigm and focusing more on integration and building collaborative relationships both inside and outside the organization.

About Jorge Davalos
Jorge Davalos is a Partner in Alder Koten’s office in Monterrey, Nuevo Leon and leads the firm’s CIO practice. Prior to joining Alder Koten, Jorge was a partner with Amrop in Monterrey, Nuevo Leon, Mexico. He has performed work in multiple industries Serving clients such as Viva Aerobus, Munters, Aceromex, Vorwerk, and Amway, among others.His professional experience also includes various leadership positions in strategy and business consulting with Deloitte, Vision Consulting, Ltd. and Business Design Associates.

About Alder Koten
Alder Koten helps clients acquire, develop and transition leadership talent through a combination of research, executive search, cultural & leadership assessment, and other talent advisory services. For more information about Alder Koten, please visit http://www.alderkoten.com/

Tanya Palazuelos has joined the firm as an Executive Search Associate in Alder Koten’s office in Houston, Texas. She is a core member of the firm’s energy and finance practices.

Her work focuses on helping clients acquire, develop and transition leadership talent through a combination of research, executive search, cultural & leadership assessment, and other talent advisory services.

Tanya’s executive search work focuses on the upstream (exploration, development and production of crude oil or natural gas), oilfield services, equipment, and industrial products industries. Her professional experience also includes various finance and planning related positions with Banco del Bajio and PepsiCo.

Tanya earned a bachelor’s degree in Finance from the Instituto Technologico y de Estudios Superiores de Monterrey. She is fluent in English and Spanish.

About Alder Koten

Alder Koten helps clients acquire, develop and transition leadership talent through a combination of research, executive search, cultural & leadership assessment, and other talent advisory services. For more information about Alder Koten, please visit http://www.alderkoten.com/

Despite the number of new executive search mandates falling 7.1 per cent in 2012 from 2011, continued growth was recorded in the level of fees for assignments (up 1.7 per cent annually in 2012), indicating continued demand for the high-end of search and leadership consulting.

AESC President, Peter Felix, commented: “Among what are generally disappointing results there are nevertheless some bright spots for our profession. Thus global revenues in 2012 were still not very far short (-11.5%) of the all-time high in 2008, despite the volatility in the world economy and the very difficult trading environments in the depressed countries of Europe and the decelerating ‘emerging’ economies of Asia/Pacific. Certain sectors such as Industrial, Technology, Life Sciences and Energy have continued to be robust despite small percentage reductions in the number of search assignments; the level of executive search assignments appears to be moving further up-market, a factor confirmed by client organizations as they increasingly look to retained executive search firms for the more challenging, most senior and confidential assignments.”

North America – accounting for 45.1 per cent of the global executive search market share in 2012 – experienced the least annual decline in the number of new searches started in 2012 over 2011 (down 1.1 per cent) and displayed upward year-on-year and quarter-on-quarter search activity in the fourth quarter of 2012.

A full copy of the AESC’s Q4 2012 report is available upon request to AESC members and the press.

About the State of the Industry Report

The AESC State of the Executive Search Industry Report is quarterly research carried out by the Association of Executive Search Consultants (AESC) since 2004 on trends in the global retained executive search industry.

The Association of Executive Search Consultants (AESC) represents the top retained executive search consulting firms around the world and promotes the highest professional standards in the industry. Visit www.aesc.org for more information about AESC, the International Executive Search Directory or BlueSteps, the AESC’s executive career management service.

About Alder Koten, LLC
Alder Koten helps clients acquire, develop and transition leadership talent through a combination of research, executive search, cultural & leadership assessment, and other talent advisory services. For more information about Alder Koten, please visit http://www.alderkoten.com/

Alder Koten provides executive search in Colombia for multiple industries including Oil & Gas, Mining, and Manufacturing  with a focus on bicultural and bilingual candidates with a proven track record in global organizations.

We are not just recruiters. We serve as trusted advisors for both our candidates and clients through out the process to guarantee a high level of success.

The office in Bogota is a key part of the firm’s expansion strategy to better serve our international clients in the region.

Alder Koten expanded into Latin America with the opening of an office in Bogota, Colombia during the third quarter of 2012. The office, is headed by Daniela Gomez has joined the firm as Managing Partner in Bogota to oversee all activities in the region.

Prior to joining Alder Koten, Daniela served as the Human Resources Director at CEDIM in Monterrey, Nuevo Leon, Mexico. Prior experience in executive search includes working at Korn Ferry International – Mexico. She has performed search work in the consumer products, restaurant and hospitality, automotive, construction, financial services and education industries.

Daniela earned a bachelor´s degree in Organizational Psychology from the Instituto Tecnologico y de Estudios Superiores de Monterrey and a Master’s degree in Business Administration from the Instituto Panamericano de Alta Dirección de Empresa. She is fluent in English and Spanish.

Daniela Gomez | Managing Partner – Bogota

Office: Bogota
M daniela.gomez@alderkoten.com
M +57 (1) 646-7449
Read Biography

The Association of Executive Search Consultants is the professional body representing retained executive search consulting firms around the world and has always striven to represent the highest quality in executive search and thus its membership criteria are rigorous and only the most professional firms are admitted into membership.

Member firms adhere to a strict Code of Ethics and Professional Practice guidelines that help comply with the highest standards.

“We are delighted to be included as an active member of the AESC” commented Felipe Llaguno, Managing Partner for Alder Koten in Monterrey. “We look forward to working with the other member firms as the executive search profession addresses the growing need for executive talent in an increasingly complex global environment.”

The announcement comes as Alder Koten celebrates its second anniversary. “It’s a very exciting time for us” said Silvia Flores, the founding partner. “Alder Koten continues to grow with a solid foundation and a great team. There are great things coming in 2013.  A lot of effort and investment is going into our Talentics platform that will be a game changer. The technology is focused on talent market analytics that will allow us to expand our talent advisory services for both individuals and organizations.”

About The Association of Executive Search Consultants
The Association of Executive Search Consultants (AESC) is the worldwide professional association for the retained executive search industry. The AESC promotes the highest professional standards in retained executive search consulting, broadens public understanding of the executive search process, and serves as an advocate for the interests of its member firms. For more information, or to download the AESC Code of Ethics and Professional Practice Guidelines, please visit www.aesc.org.

About Alder Koten
Alder Koten helps clients acquire, develop and transition leadership talent through a combination of research, executive search, cultural & leadership assessment, and other talent advisory services. For more information about Alder Koten, please visit www.alderkoten.com

Especially valuable in areas rich with recorded information gathered by our consultants and knowledge managers, Talentics (Talent Market Analytics) relies on the simultaneous application of statistics, computer programming and research to quantify previous patterns of performance to help predict future success. Talentics often favors data visualization to communicate insight.

Alder Koten commonly applies Talentics (talent market analytics) to business data, to describe, predict, and improve performance in the acquisition, development, and transition of talent. Specifically, arenas within Talentics include enterprise decision management, compensation analytics, career value chain analysis and optimization, competitive talent benchmarking, work force sizing and optimization, development path and promotion modeling, and benchmark assessment. Since Talentics can require extensive computation (Big Data), the algorithms and software used for Talentics harness the most current methods in computer science, statistics, and mathematics.

Talentics is a two-sided coin. On one side, it uses descriptive and predictive models to gain valuable knowledge from data – data analysis. On the other, Talentics uses this insight to recommend action or to guide decision making for both individuals and organizations. Thus, Talentics is not so much concerned with individual analyses or analysis steps, but with the entire methodology.

About Alder Koten, Inc.
Alder Koten helps clients acquire, develop and transition leadership talent through a combination of research, executive search, cultural & leadership assessment, and other talent advisory services. For more information about Alder Koten, please visit http://www.alderkoten.com/

The regional breakdown of the findings highlight an alternative picture for EMEA, which includes a greater number of consultants (31%) holding a negative outlook for 2013 and only 17% feeling positive about the industry in 2013. Comparatively, consultants based in the Americas and in Asia Pacific expect a stronger search industry in 2013, with a 38% positive outlook in the Americas and a 32% positive outlook in Asia Pacific.

AESC President, Peter Felix, commented: “Our 2013 outlook report is understandably reflective of the general economic and political conditions prevailing in different parts of the globe. In the US, the largest market for executive search in the world, in spite of the political uncertainty of the past few months there is no doubt that the economy is on the mend and that organizations are again recognizing the crucial need of finding top talent in a market where there is still a talent shortage. Europe offers the most cause for concern with the previously strong German market slowing down and the Latin countries–France, Italy and Spain–continuing to suffer from the Euro zone crisis and the pessimism which it has generated. All in all, the 2013 outlook for the worldwide executive search profession is very mixed. However, with overall revenues continuing at levels not far from their peak in 2008, the industry has reason to be optimistic for the longer term moving into 2014 and beyond.”

A full copy of the AESC’s 2013 Executive Search Industry Outlook Report is available upon request to AESC members and the press.

The Association of Executive Search Consultants (AESC) represents the top retained executive search consulting firms around the world and promotes the highest professional standards in the industry. Visit http://www.aesc.org for more information about AESC, The International Executive Search Directory or BlueSteps, the AESC’s executive career management service.

SOURCE: Association of Executive Search Consultants