Talent & Executive Searches

Business

Executive Search & Values-Aligned Leadership Placement

Executive Search & Values-Aligned Leadership Placement is the strategic process of identifying and embedding leaders whose personal core values—such as empathy, transparency, and human sustainability—mirror the "thriving" mission of the organization.

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In the current talent market, where the "leadership gap" is cited as a top risk for growth, placing leaders who prioritize the HLM Thriving Framework is the difference between a high-performing ecosystem and one plagued by turnover and stagnation.

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Executive searches and values-aligned leadership placement can benefit businesses by:

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• Increasing annual profits (between $1.39B and $2.29B for large-cap firms)

• Decreasing "quiet quitting"

• Reducing executive turnover

• Avoiding toxic workplace cultures

Research by the Gies College of Business (2025) confirms that employees who work for leaders they describe as "human-centric" are 57% less likely to be active job seekers. When a leader's values align with the organization’s thriving goals, employee engagement scores rise by an average of 20%.

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In 2026, the primary competitive advantage is how fast a team can iterate. Research published by McKinsey (2025) indicates that organizations with leaders who actively cultivate psychological safety—a key component of the HLM Framework—report 30% higher innovation rates and are 1.8x more likely to outperform their peers financially.

Schools

Central Office, Superintendent & Principal Searches

Educational Leadership Placement using a thriving framework (often called the Leadership for Teacher Flourishing or LFTF model) ensures that districts hire leaders who don't just "manage" schools, but act as catalysts for a regenerative learning ecosystem.

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In the current academic landscape, research confirms that when a district places a leader who prioritizes flourishing, they are effectively installing a "well-being engine" that powers both educator retention and student achievement.

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Harvard’s Human Flourishing Program (2025) research suggests that students in "flourishing schools" experience higher levels of effective learning, creativity, and prosocial behavior. When a leader promotes "academic flourishing" (growth in wisdom and character), students are more engaged and less prone to the chronic absenteeism that currently plagues many districts.

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Searches for superintendents and high-level district and school administrators benefit teachers by:

• Increasing professional autonomy

• Enhancing psychological safety

• Reducing emotional exhaustion

• Increasing feelings of purpose-driven fulfillment

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A 2025 study in the Humanistic Management Journal found that leaders who prioritize teacher flourishing—through autonomy, appreciation, and meaningful work—directly combat the "languishing" that leads to 33% of new teachers leaving the profession within five years.

Government

Senior Executive & Public Leader Recruitment

Senior Executive & Public Leader Recruitment using a thriving framework focuses on selecting leaders who treat "human sustainability" and "psychological safety" as mission-critical objectives. In the public sector, this shift moves the dial from traditional bureaucratic management to a high-performance, responsive model of governance.

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​Government agencies face fierce competition from the private sector for specialized talent (e.g., AI, cybersecurity, and data science). Recruiting leaders who prioritize thriving creates a "talent magnet" effect. Research from Harvard’s People Lab (2025) indicates that framing government leadership as an opportunity to "change the system" and "flourish in service" is three times more effective at attracting high-skill candidates than traditional community-service messaging.

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Senior Executive & Public Leader Recruitment benefit government agencies by:

• Strengthening economic resilience

• More collaborative governance

• Building more public trust

• Having more equitable service delivery

• Reducing "burnout culture"

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A 2025 study in the International Journal of Public Health found that when public sector leaders prioritize psychological safety, employee intent to stay increases significantly, even in high-stress environments. Placing leaders who "model the behavior" reduces the cost of churn, which can save agencies millions in recruitment and retraining expenses.

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The OECD Government at a Glance (2025) report highlights that public trust is highest when agencies demonstrate "competence and responsiveness." Leaders who use "Social Impact Data Cycles" (a core HLM service) move from opaque administration to evidence-based transparency, directly increasing civic confidence.