Leadership Advisory
Our purpose is simple: we are here to advise and support people and organisations to realise their potential so that together we can impact lives and communities for the better.
Amid today’s relentless competitive pressures, changing market dynamics, and rising customer expectations, the most successful organisations will be those with the right people in top leadership roles, working cohesively. These organisations will have a culture aligned with their strategic direction and a commitment to developing future leaders.
In addition to search, we offer strategic introductions to our wider network, leadership assessments, and team development services. Our firm’s commitment to our clients begins with bringing creative solutions to the table with a focus on quality. We help our clients unlock their leadership team’s potential, encouraging innovative and diverse thinking to capitalise on emerging talent.
We are also well-positioned to support with remuneration benchmarking. Ensuring your reward structure is incentivising often requires real-time market testing to remain competitive in the quest to attract and retain top talent. Our bespoke market benchmarking service ensures that you have all the right data to hand when making decisions around Executive reward.
We’d be delighted to provide further information. Get in touch with our team to find out how we can help you.
Effective succession planning starts well in advance of any succession need and is core to a robust HR strategy. We assist our clients in identifying the future desired impact of key leadership roles and subsequently reverse-engineer assessment processes that help to identify the skills and experience that potential future leaders will need to build to be ready to step up when the time comes.
As expert advisers on leadership selection and the best succession practices, Livingston James is uniquely qualified to assist Boards with the important and complex task of succession planning, in addition to C-suite search and onboarding support, to allow new leaders to accelerate their performance in line with company expectation and ensure our attention is always focused on the impact of the role. Please get in touch with our team for more information.
We understand how to motivate your Board.
Having confidence in your leadership team is pivotal. At Livingston James we understand the impact high performing teams can have on achieving business objectives, and more importantly, on purpose and behaviours. Unfortunately, we have also witnessed the negative impact that low performing teams can have on business performance and culture.We create customised assessment processes which are tailored to support the needs of our clients. We offer advice on Board composition and structure, which are both critical in maximising long-term positive impact on business performance and longevity. Our service is tailored to meet each client’s unique needs to gain comprehensive understanding of the various factors that influence decision-making. These factors include senior leadership purpose, motivations and key drivers, company culture, team compatibility, and comparison against others in the market.
We partner with investors and corporate clients to deliver leadership assessment and referencing, often at a time when a business needs clarity and confidence in its leadership capability; for example, after an injection of capital, during an acquisition, or in leadership development and succession planning scenarios.
We also offer our clients Psychometric and Ability Testing to gather information on leadership profiles and preferences.
Our dynamic team has experience advising in a wide range of industries and sectors. We have led and developed businesses from board level, managing people and processes across countless specialisms and geographies. We can bring a unique perspective to your business needs.
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JAMIE LIVINGSTON
At Livingston James, an unwavering focus on the impact of our appointments is at the heart of everything we do. We work in partnership with our clients and candidates to bring together leadership teams that transform organisations and careers for the better.
Livingston James Group comprises two bespoke sub brands: Livingston James – our executive search and leadership advisory practice, and Rutherford Cross – our specialist finance recruitment practice. This wider group structure complements our robust search and assessment process, allowing clients to access our deep-rooted network and expertise.
We’d be delighted to provide further information. Get in touch with our team to find out how we can help you.
Despite possessing skills increasingly valued in modern leadership, such as emotional intelligence, change leadership, and organisational capability, HR leaders rarely progress to CEO roles. Livingston James Director, Ali Shaw recently shared insights from our latest research report in association with EY: The Future CEO Report, and how these findings can support succession planning for HR leaders.
East Park is a well‑established Scottish charity delivering specialist education and care services for children and young people with complex support needs. The organisation has a long history of providing safe, nurturing environments that enable young people to develop, grow, and prepare for adulthood.
The Chief Executive will lead the organisation overall, setting clear strategic direction and overseeing day‑to‑day delivery, while working closely with the Board to secure East Park’s long‑term sustainability and positive impact.
Acrux Gold is a vertically integrated precious metals business and the parent company of SGZ Cononish Limited, operator of Scotland’s only commercial gold and silver mine, with operations in the UK and South Africa.
Acrux Gold is appointing a Head of People & Culture to establish and lead the people function, supporting international growth and building the capability, culture and infrastructure required for long‑term operational success.
Despite possessing skills increasingly valued in modern leadership, such as emotional intelligence, change leadership, and organisational capability, HR leaders rarely progress to CEO roles. Livingston James Director, Ali Shaw recently shared insights from our latest research report in association with EY: The Future CEO Report, and how these findings can support succession planning for HR leaders.
East Park is a well‑established Scottish charity delivering specialist education and care services for children and young people with complex support needs. The organisation has a long history of providing safe, nurturing environments that enable young people to develop, grow, and prepare for adulthood.
The Chief Executive will lead the organisation overall, setting clear strategic direction and overseeing day‑to‑day delivery, while working closely with the Board to secure East Park’s long‑term sustainability and positive impact.
Acrux Gold is a vertically integrated precious metals business and the parent company of SGZ Cononish Limited, operator of Scotland’s only commercial gold and silver mine, with operations in the UK and South Africa.
Acrux Gold is appointing a Head of People & Culture to establish and lead the people function, supporting international growth and building the capability, culture and infrastructure required for long‑term operational success.
The HR-CEO Paradox: Right Skills, Wrong Pathways