@LatinExecSearch

We are a boutique Executive Search Firm specialized in the Latin American in Consumer Goods, Industrial, Energy, Pharmaceutical and Professional Services

 U.S, Brazil, Mexico, Colombia
laexecutivesearch.com
Joined January 2015
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The post-Covid world will need a new set of leadership skills. #leadership #management #strategy #skills #behaviors #CEO #change #newagenda #CEOspriorities #resilientorganizations #leadershipattitude interconexecutivesearch.com/…
74% of workers say their pay isn’t keeping up with the cost of living. That’s not a budgeting issue, it’s a wake-up call. I think of a manager who told me, “My team is performing, but they’re choosing which bills to pay.” shrm.org/topics-tools/news/b…

Workers Say Pay Isn’t Keeping Up with Cost of Living

Financial strain and wage discontent are growing, with nearly all employees saying their wages aren’t keeping up with costs. Find out what that means for employers.

shrm.org
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But, by the time someone says it aloud, the strain has been building for months. When compensation falls behind real-world costs, it erodes trust and stability long before the metrics show it. This isn’t just financial, it’s cultural.
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For years, leaders said “we need to hire faster,” but speed wasn’t the problem, signal was. #AI can scan thousands of profiles in seconds, but only humans can read culture fit, motivation, and nuance.
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The future of hiring isn’t replacing instinct with data; it’s pairing the two. So, how intentionally are you designing the partnership between your tech and your people?
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Every founder has that moment: “I know I need a succession plan… I’m just not ready.” inc.com/bruce-crumley/why-ma…

Why Many Business Owners Are Hesitating to Make Succession Plans

Family and private business leaders aren't sure the next generation is ready to take over, so they aren't sharing their thoughts.

inc.com
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With 76% of family-owned companies lacking a formal plan, hesitation is common, but costly. Unprepared successors, unclear leadership paths, and teams left unsure of the future.
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Succession isn’t a moment, it’s a process. What conversation are you avoiding today that your future leadership needs you to start?
Global #HR is now the fastest-growing function in business, and that alone tells you where work is heading. Companies aren’t looking for HR leaders to just “run ops.” forbes.com/sites/vibhasratan…

HR Is Growing Faster Than Ever — What That Means For Human Capability

The expansion of HR is the surface trend. The deeper change is the emergence of human capability as the operating system of modern organizations.

forbes.com
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They want capability builders who can help entire work-forces adapt as fast as the market shifts. Skills matter, but capability matters more. And the organizations putting HR at the center of transformation, not behind it, are the ones pulling ahead.
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#Succession isn’t a hand off. It’s an ecosystem. The best family-run businesses get this right: purpose that outlives the founder, development that starts early, transparency that keeps culture intact. forbes.com/sites/nikeolakunr…
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Too many leaders treat succession like a date on the calendar, not a living process. So, if you want a stable transition later, start building the scaffolding now.
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The corner office isn’t a destination anymore, it’s a revolving door. #AI didn’t cause this CEO shuffle, but it did speed it up. The leaders who last aren’t trying to be irreplaceable, though. forbes.com/sites/julianhayes…

The Rise Of CEO Turnover In The Age Of AI And How Leaders Can Adjust

Even with a recent slowdown, CEO turnover is still tracking at high levels. Here’s how leaders can adapt to the pressures of the role in the age of AI.

forbes.com
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They’re building continuity engines: shared decision frameworks, strong benches, transparent data, teams that move even when they do not. The solution isn’t holding tighter. It’s designing a system that outpaces you in the best way.
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#Grateful this week for the leaders and teams who prove that strong organizations are built on people, not urgency.
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#Thanksgiving reminds us of a simple truth: the best succession plans and talent pipelines grow from appreciation, mentorship, and investing in people long before you need them. Thankful for the clients who get this, and for the talent shaping the region’s future. 🧡
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Funny how #SuccessionPlans look perfect… until someone actually leaves. This season always reminds us: talent on paper isn’t the same as talent that’s been prepared. Give people stretch work, visibility, real responsibility before you need them. fastcompany.com/91433678/mos…

Most companies are one resignation away from a leadership crisis

Real succession planning builds leaders before you need them.

fastcompany.com
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Be grateful for the leaders you have, and make sure the next ones are truly ready, not just “listed.”
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You can tell a lot about a leader by what happens the day they’re not in the room. Because succession planning isn’t about naming a replacement; it’s about building continuity of purpose.  forbes.com/sites/ceo/2025/10…
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True leadership isn’t how long you hold on. It’s what stands when you let go.
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We move fast, innovate endlessly, and sometimes forget why people would want to join us. This is why cultural value isn’t a slogan. It’s what it feels like to work somewhere. fastcompany.com/91411662/how…

How to build cultural value into your business

The future of luxury is not about the next thing; it’s about safeguarding timeless items that outlive trends.

fastcompany.com
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People don’t stay for perks; they stay for purpose. They stay where values are lived, not laminated.
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