Please have a read of our 2025 Economic Outlook Summary from our partner firms across the globe

https://www.taplowgroup.com/insights/news/2025-global-business-outlook-and-report

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Our support for the not-for-profit sector is always front of mind and we had no hesitation in agreeing to sponsoring an initiative that will enhance the governance capability of those that provide the huge commitment required to ensure the delivery of quality outcome. Please take time to have a peek below at who won this year.

SWR-recipients-V10Download

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Next Steps Coaching offers an innovative approach to corporate coaching to assist organisations to upskill people leaders and employees in the management of change; to retain key talent that the business can’t afford to lose; to ensure growth through internal mobility and redeployment and to provide specialist career and job search advice when employees involuntarily exit the business. 

With +IMPACT™, our innovative and solution focused model, we  give businesses a proven system that ensures value without incurring unnecessary spend. The vastly experienced learning designers within Next Steps Coaching have used their commercial and coaching expertise to design more than 50 mix and match one hour focus areas that can be blended to address specific business and people needs. Our ‘best in class’ corporate coaches throughout New Zealand and Australia then personalise and facilitate each hourly confidential coaching session remotely to exacting standards.  +IMPACT™ enables a level of coaching flexibility and customisation that is truly unique in the Australasian market.  

Contact Graeme Sandri 029 248 8502 to be introduced to Jonathan.

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SWR Group has worked with the following organisations to successfully assist them to identify their next Chief Financial Officer or Financial Controller

• NZ Rugby (2022)
• Scots College (2022)
• Fairway Resolution (General Manager Corporate Services)
• EQC
• Habit Group
• Department of Internal Affairs
• New Zealand Health Group
• Heartland Bank
• Scots College (2018)
• NZ Rugby (CFO 2016 and Financial Controller 2019)
• New Zealand Racing Board
• Department of Corrections
• NZX
• Ministry of Health
• Ministry of Education

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The MitchelLake Group, Technology People, Novon and SWR Group have launched the DVX Partners network – a full-stack talent collective for the digital age.

“This collaboration really does allow our partners to create more depth to their client relationships. Our independent specialists’ brands cohesively working together to bring enhanced offerings to market is a breath of fresh air for our industry and our clients.

Whilst we are just getting started, this is about growth and value creation for our partners as we respond to the talent acquisition demands of rapid digitisation across our marketplace”

– Mark Chote, Chair, DVX Partners.

Experts in strategic disruption

“Where challenges abound so to do opportunities for positive change. The problem we are solving for is to build scale and expand our capability without diluting the essence and quality of our firm. The current rate of technology-enabled change brings full-stack challenges; the collective concept of DVX partners allows us to offer a full-stack solution.”

– Jon Tanner, Founder and Group CEO of The MitchelLake Group

Digitisation continues to challenge traditional borders, business models, and boards, and DVX Partners was formed as a response to this challenge. 

For over two decades, our collective of founders and firms has worked at the coalface of digital ventures and transformation from board advisory and executive search to full-stack talent and contract solutions. 

“E=Mc2 is Einstein’s theory of relativity that expresses the fact that mass and energy are the same physical entity. The concept of DVX to bring a collective mass and energy of its members, creating a new virtual entity that will provide the very best client experience in innovation and delivery of digital transformation services.”

– Dominic Dufaur, Founder and Group MD of Technology People

We believe that no single firm can simultaneously and effectively maintain significant niche expertise and credible market relationships both horizontally across business lines and vertically through the talent stack. That’s why we have brought together the essential components of specialist focus that can scale and flex on-demand with our clients. 

Bridging the gap between digital ventures and transformation

In a challenging environment and difficult 2020, there has never been a more relevant saying than: “If everyone is moving forward together, then success takes care of itself”.

Technology People are proud to partner with such a highly experienced, successful group of founders all with common goals, objectives and values. I have no doubt that this collaboration will mean great things for our clients.

– Steve Scanlan, Founder of DVX Partners

Digitisation cuts across traditional internal business silos and stakeholders, dragging them together around data and insights. This brings their traditional external partners into closer proximity and competition across CEO, CIO, CFO, CMO, CDO, and Board stakeholders, right down into the front lines of transformation across customer, strategy, technology, and operations. 

Here at DVX Partners, our mission is to accelerate access to executives, experts, and teams on-demand. From executive search and talent advisory to the coalface of expertise and contract solutions, we have surrounded ourselves with exceptional people so that we can provide world-class shared services and collective performance data.

“Is there a more far-reaching, effective and critical channel to the customer (in their every form), than digital?

We don’t believe there is, thus our investment and involvement in an organisation that is committed to, and has the global reach, to source the best in digital talent. Through this unique relationship/collaboration, we are able to introduce that talent to NZ organisations wanting to drive their own DX.”

– Tony Walsh, Director of SWR Group

For more information, to collaborate with us or join our collective, visit https://www.dvxpartners.com.

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SWR Group were appointed by Greater Wellington Regional Council and in particular the Metlink operation to assist them with a major transformational change programme.  This required SWR to undertake a formal executive search campaign for five new managers who would lead the culture, process and systems changes required as part of the transformation programme.

Following an extensive proactive search process,  SWR helped identify a number of key people who were considered for these roles and from this process Metlink were able to appoint key people to the following leadership roles:

·      Manager Metlink Operations

·      Manager Metlink Strategy and Investments

·      Manager Network and Customer

·      Manager Metlink Commercial Partnerships

·      Manager Metlink Assets and Infrastructure

Due to our superior search capability, SWR were also appointed by Metlink to proactively identify appropriate talent to undertake the following specialist roles as part of their transformation change programme:

·      Principal Account Manager Rail & Ferry

·      Principal Account Manager Bus

·      Principal Advisor Investments

·      Principal Advisor Policy

·      Metlink Bus & Ferry Infrastructure Lead

·      Metlink Senior Bus & Ferry Asset Advisor

·      Technology & Data Lead

·      Contracts Advisor

This change programme occurred during the Covid-19 lockdown period and by working in partnership with Metlink, SWR were able to complete the assignment despite the challenges that Covid-19 presented to our Country.

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SWR Group is the New Zealand presence for the global Executive Search Group – The Taplow Group  TaplowGroup.com This is an excerpt from a recent Taplow Group Blog that we fully endorse. 

Given the unique and highly stressful nature of modern workplaces, everyone in their life must have at least one great mentor who inspires and encourages them continuously. As a mentor has already experienced and survived the rigmaroles of the corporate world, he or she has the perfect wisdom to impart. Apart from helping their mentees take career-defining decisions, mentors are also a necessity when it comes to feeling confident and gaining important resources to get ahead, both in personal and professional lives.

Here are the top ten reasons why you must have a mentor in life:

1. They help you set goals

As a newbie, very often we tend to overlook the line that separates wishful thinking from achievable goals. A mentor helps you set measurable goals for yourself. Without goals, you are most likely to go dormant or maybe even move backwards in life. Therefore, having a set of clear goals helps you to keep moving forward and stay motivated. Besides that, a mentor not just tells you what to do but also helps you to find ways of doing it.

2. They provide information and knowledge

There are many times when we are looking for some information but don’t know whom to ask? With a mentor by our side, we know exactly whom to turn to for answers. A mentor provides you with information and a wealth of knowledge that helps you move faster in life by shortening the learning curve. 

3. They understand your weaknesses and strengths

A mentor showers harsh criticism and encouraging appreciation with equal élan, both of which are necessary for growth. They understand what your weaknesses are and help you overcome them by using your strengths. This allows you to understand how you can be most effective at what you do in a given situation or circumstance.

4. They never let you stop or become satisfied

Continuous goal setting helps you to keep moving ahead in life. Not allowing you to rest on your laurels, a mentor gives you the confidence, which encourages you to make an attempt at trying something new. They offer you inspiration, provide you with a better perspective and most of all, they are always there to watch your back.

5. They always keep a check on you

They don’t let you cheat on your goals or divert from your priorities. Whether you are looking for a new job, growth in your current role, starting or growing your own business, having a great mentor by your side will help you progress and achieve your full potential faster.

6. Being experienced, they prevent you from making mistakes

A mentor saves you from the distressing effects of not knowing. Since, they are already ahead of you on the learning curve, they know very well what works and what does not. Hence, they save your time and effort from being wasted on the stuff that doesn’t really yield any result.

7. They stimulate your growth

While they save you from making major mistakes that can have devastating effects on your life and career, they also give you opportunities to learn things on your own. Mentors guide you on how to go about with things, but once that done, they sit and watch from a distance while you go about finding your own way of doing things that contribute towards your growth and success.

Mentors extend their personal support to facilitate your success. People who experience good mentoring also have a greater chance at career advancement. Therefore, their role in your professional evolution is priceless. Having a great mentor in life that can steer you towards success is nothing short of a blessing. They are important at every stage of your career. If you don’t have one yet, it’s time you find one.

At The Taplow Group, our reputation over the years in the making, has been built on successful searches for board members, chief and senior executives, and functional experts. The leaders we’ve placed with our partner organisations have been very successful at leveraging mentoring as an effective tool for shaping organisational culture and closing engagement and generational gaps.

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SWR Group is the New Zealand presence for the global Executive Search Group – The Taplow Group  TaplowGroup.com This is an excerpt from a recent Taplow Group Blog that we fully endorse. 

Here’s what you could learn from the C-Level Executives in order to get tapped for senior leadership and strategy positions:

Prioritise: Ability to identify priority tasks and allocate time to the same is a vital trait that defines a good C-level Executive.

Distill down to the main point: They do not beat around the bush. Ability to focus and distill the important points is another essential trait.

Ask good questions: Asking the correct questions leads to the answers you’re looking for. They can identify the vital factors and dynamically ask questions that lead to meaningful insights.

“How does this impact the business?”: They align their actions with organizations’ values & are constantly focused on identifying new channels that can impact business.

Trust people: Executives in C-level positions are only as good as the people they lead. They delegate work to the members of their team and trust them at every step.

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The following is taken from a recent blog by our Global Search Partners – The Taplow Group SA.  We are proud to be the New Zealand partners to The Taplow Group. TaplowGroup.com 

Being part of The Taplow Group means we take our commitment to our clients very seriously, and take pride in delivering an exceptional level of service and expertise to them. Right from pertinent management experience to tangible awards, achievements and failures, we closely analyse the individual to determine if he or she is the perfect fit for the role that we are hiring for. We have a wealth of experience in our team and are happy to help with any questions you might have.

‘A good leader is one who knows the way, goes the way, and shows the way. – John C. Maxwell

A ‘Good Leader’ sets up his team for success while a ‘Great Leader’ shows and teaches his team how to succeed. So, the question is what makes a ‘Great Leader’? There is no ‘Right Mix’ for becoming a “Great Leader”. There may be many common traits, strengths, and skills that majority of great leaders possess. However, what significantly improves career performance and helps to stand out among other executive candidates is the ability to acquire, develop and utilise these qualities. While leadership styles may vary from leader-to-leader, great leaders share a number of common traits that augment their success. 

Leadership traits refer to personal qualities that are the hallmark of effective leaders. So, what should you look for is what we have tried to decipher here.For a correct assessment of traits for an executive leader, the headhunter should look at:

Physical Traits:

Many a times, people tend to dismiss the importance of physical fitness for healthy functioning of the mind and body. People who pay attention to their physical well-being are found to be more energetic and are better equipped to manage the demands made on C-suite executives, both physically and mentally. Based on research, it has been identified that distinguished C Suite leaders have a high capacity for productive work output along with high work endurance and stamina. This necessarily does not imply that you conduct health assessments to measure the physical competency but rather inquire about their involvement in physical, co-curricular activities along with their hobbies to get an idea about their physical endurance.

Personal Traits:

Personality and character that the C-level executive embodies defines his or her leadership style. Personal traits, like emotional stability, enthusiasm, conscientiousness, self-assurance, Intuitiveness etc., play a major role in determining who will and who will not be comfortable leading others. For example, leaders who have charisma are able to illicit strong emotions in their employees by defining a vision which unites and captivates them. There are various Psychometric Tests for Leadership that are specially crafted to identify competencies that one is expected to posses. These tests enable a headhunter to select the best candidate for the role and organisation. 

Performance Traits: 
Past Performance provides valuable insights towards the candidate’s competencies but must be gauged carefully.

• A proven track record along with compelling performance reviews indicating positive growth are some important records to look at.
• Along with this, try to identify the obstacles the candidate may have faced in the past and ask for innovative solutions for the same. Ask significant questions related to performance versus the goals and expectations of current or previous organisation to gauge leadership effectiveness.
• Furthermore , make a conscious effort to understand the core values that the candidate displays and how aligned are they with your organisations values.

A leader defines the direction of the business and the responsibility for identifying the right direction for the organisation needs to lie with someone who is dynamic as well diligent. Considering the fact that there is so much at stake, it has become quintessential for companies to identify the correct leader for their organisation.

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The following is taken from a recent blog by our Global Search Partners – The Taplow Group SA.  We are proud to be the New Zealand partners to The Taplow Group. TaplowGroup.com 

At The Taplow Group, we assist our partner organisations to advance their diversity goals through our hiring practices.We search for world-class leadership talent and help build outstanding teams that spell both, success and growth.

“Possibilities are endless where diversity exists.”

In the recent times, emphasis on creating a work environment and a value chain, which aims at higher productivity, has become the focal point of organisations. Focus towards incorporating innovative techniques is increasing, and measures to map competent talent are being extensively researched. Furthermore, factors like growing competition and increased demand have prompted companies to extensively invest in and redefine their hiring practices, thus making human capital management the major influencer of any organisations’ growth strategy.

Introduction of candidates from diverse backgrounds has been one successful practice that has resulted in a culturally inclusive and productive environment at many places.Inclusion of people from different ethnicities has enabled organisations to gain insights globally and also to break barriers between nationalities and races,thus resulting in higher productivity. As organisations are looking to become global players, it has become important for them to include talent that can be productive in their various geographical areas. Diversity not only encourages organisations to keep the biases aside but also leads to a deeper level of innovation and creativity, increased ability to localize to new markets, and the ability to be adaptable.

Here area few key parameters to keep in mind to help increase diversity within your organisation:

• Establish diversity as the critical value for the organisation: Think about the future of the organisation!In a competitive space, acquiring talent which is diverse, can give you greater sustainability and an edge over competition as you could be serving more geographies or offering services in more languages etc.
• Switch to performance based hiring approach: This approach gives an equal chance to everyone without any biases creeping it. You can do a skill assessment as a first step to weed out least suitable prospects. This gives you a fair chance of effectively evaluating candidates with different but equal experiences.
• Employ a diverse set of interviewers: Your interview panel can make a difference! A gender mix in your interview panel showcases homogeneity within your organisation thus promoting the prospects to share the ideals and virtues. Interviewers belonging to different genders and races sends out a clear message that biases are not encouraged and only competency is gauged.

Considering the various tenets that organisations explore, in order to increase productivity, diversity within the workforce is a positive step towards growth and success. The prediction for the future says that by 2022 the workforce is expected to comprise of 47% women and 40% minorities. If we find a way to accommodate candidates from diverse backgrounds and become a magnet for openness, diversity and inclusion, we will have stronger companies and stronger futures.

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