At Synergy, our research and experience tells us that “personality predicts performance.”
That’s what makes “The Right Fit.”
“Traditional” executive search firms do not pay sufficient attention to what matters most to the success of both organizations and leaders. It’s all about The Fit. And, The Fit has much less to do with leaders’ heads (expertise, education, training) and everything to do with their hearts or personalities (passion and values), and their feet (actual accomplishments).
Our proprietary healthcare executive search and assessment processes scientifically analyze and match need with talent to identify the right fit. For executive assessments, we use our same objective methods to help ensure optimal performance by increasing productivity, teamwork and communication.
Over three decades, we’ve learned that what our clients say…or believe…they want in a new executive is quite often not at all what their organizations really need.
To stop the “revolving door syndrome” and to ensure that the position’s key stakeholders hold generally consistent expectations for the new leader, Synergy goes well beyond the position interviews and asks clients to complete brief, yet amazingly powerful assessment instruments to cross validate their behavioral requirements for the new leader. This helps to serve as an objective standard against which the potential candidates are compared. Being real, just because candidates are pleasant during their interviews and may be good paper matches for the position is not sufficient grounds to hire them. Especially when the costs and risks for everyone involved are so significant.
That’s why the Synergy Screening System® is supported with targeted behaviorally-based testing of both client organization leaders and prospective candidates.
“Their proven approach for leadership assessments, coaching and executive development is truly differentiated from anything else I have experienced. The quantitative aspects and structure utilized stands out as Best in Class.”
"…we trust your methods, judgment and results."
"The Synergy Organization exceeded our expectations and THEY DID MORE than was agreed..."
"Synergy’s business and recruitment processes are strongly rooted in the Baldrige approach."
"I…admired, appreciated, and learned from your team’s approach…"
"I cannot recommend… The Synergy Organization any higher."
I have contracted with and been recruited by several of the traditional, national "big-box" retained search firms throughout my career. I can honestly say that I have never experienced anything like The Synergy Organization before.
"…what they set out to accomplish ended up exceeding my expectations."
"At the suggestion of a … colleague, I invited The Synergy Organization to help me develop an Evidence-Based Succession Plan for our newly acquired hospital with a mix of legacy and newly appointed C-Suite leaders"
"The information…was so thorough, accurate, and of such high quality, I almost felt that I didn’t need to interview the candidates."
"We…wanted much more from our consulting partner than a generic cookie cutter approach…I have found [Synergy’s work] to be invaluable because it better helps me to understand the unique talents of each leadership team member…[so I can] help them succeed both individually and collectively."
This two-way approach allows us to make the best possible match!
That’s what has brought us to 40 states…and what has earned us the reputation of being “the eHarmony of healthcare executive search firms.”
Our proprietary screening system is an evidence-based, three-step scientific approach to hiring the right healthcare leaders, the first time. By decreasing the hospital system’s costs as well as reducing front and back end risks, it shuts the proverbial revolving door.
We call this three-dimensional screening the “The 3 Foot View” because it assesses the Head, the Heart, and the Feet.
This produces consistently superior results because Synergy offers proven expertise and experience, invests the time, and leverages multiple evidence-based best practices to first diagnose clients’ unique needs and then to systematically compare prospective external and/or internal candidates against these objective criteria.