The Future Skills Every CIO Will Need, Part 1

By Retained | October 1, 2024

Key Takeaways from this article:

Today’s CIOs are tech managers and strategic business leaders who understand the business’s goals, challenges, and market dynamics.

In addition to strong communication skills, being able to collaborate in and across business functions with various leaders and partners is something every CIO should bring to the table.

Cybersecurity is not just about implementing firewalls and encryption, it is taking a proactive approach to risk management, identifying potential threats, assessing vulnerabilities, and developing contingency plans.

The face of business technology is changing rapidly, and so is the role of Chief Information Officer (CIO). This crucial position goes far beyond technical and technological expertise – an effective CIO will blend their technological expertise with strategic leadership, soft skills, and vision. As technology becomes increasingly integrated into every aspect of business, CIOs today and in the future will blend digital transformation and innovation while aligning technology initiatives with business goals. So, we’re asking the question – what does this skillset look like?

This article will explore the essential skills and values that will enable a vital CIO to thrive – from the voice of some of our exceptional CIOs.

Strategic Vision Meets Business Acumen

An essential quality of a successful CIO is the ability to think strategically and align technology with business objectives. Today’s CIOs are tech managers and strategic business leaders who need to understand the business’s goals, challenges, and market dynamics. Successful CIOs require strong business acumen, an understanding of key performance metrics, and the ability to anticipate how an organization can leverage technology to create a competitive advantage.

“Understanding the business and technology is key – a CIO has to have a firm understanding of the business,” explains Krishna Venkatesh, SVP of SaaS Software Engineering at Aline. “At my previous company, every single employee on the technology side would spend three to five days on the floor (be it finance, warehouse, distribution, etc.). This resulted in better solutions being delivered. To a leader, a solid foundation of stakeholders and end users will help craft better solutions.”

A forward-thinking CIO will also look beyond immediate IT needs and focus on long-term value creation. Whether streamlining operations, enhancing customer experiences, or developing new revenue streams, the CIO must envision how emerging technologies like artificial intelligence (AI), cloud computing, and data analytics can drive business growth and innovation while maintaining a forward motion.

Vision and Kindness win out, but a leader must be willing to decide, set a priority, and move the team. We get paid to get things done, not be busy,” adds Walter Carter, President of THG Advisors and International Best-Selling Author.

Effective Communication is Everything

In today’s fast-paced environment, the ability to lead change is critical. CIOs are agents of change who guide their organizations through digital transformation, often involving restructuring business processes, rethinking customer engagement models, and fostering a culture of innovation. This is no easy feat for CIOs, as digital transformation can be met with resistance from employees and stakeholders accustomed to traditional methods.

“CIOs must have strong business acumen and communication skills to connect technology to business opportunities and strategic outcomes,” says Renee Pearson, GVP & CIO, Rollins Inc. “This is important not only for securing investments but also for articulating measurable outcomes and business benefits in a meaningful and impactful way. CIOs that excel in this will have credible and trusted relationships with business leaders across the company.”

In addition to strong communication skills, being able to collaborate in and across business functions with various leaders and partners is something every CIO should bring to the table.

Any CIO needs strong collaborative leadership skills to get the best from their teams, individual contributors, and partners – these are highly sought-after skills,” adds Carter. “This skill set includes “leading sideways” with the other members of the C-suite as well as “leading up” to the CEO and Board. High-stakes communication skills are also highly valued.”

It doesn’t stop there for a CIO—communicating your vision in a fast-changing environment that inspires and motivates teams and individuals is a must. CIOs can’t rely on what worked yesterday they are agile and able to adapt, particularly as technology, company needs, and new opportunities evolve.

“Effective communication spans teams, vendors, stakeholders, and end users. After understanding the current landscape, articulating a vision will help unlock synergies from funding to marketing the new product. There are numerous examples of great products never seeing the light of day due to a lack of communication,” says Krishna.

Walt Carter also warns that what worked yesterday or even today may not work tomorrow for leaders, particularly those in the C-Suite.

“For communication, the old playbooks are valuable but not sufficient in an ‘emerging tech’ dominated world – new plays and the ability to design plays as new patterns emerge is critical with vision at the top – being able to frame and re-frame as needed to communicate what you’re seeing in the context of the company and the marketplace – business savvy, not just tech-savvy.”

Cybersecurity and Risk Management Expertise

As organizations become more reliant on digital infrastructure, the importance of cybersecurity and risk management has skyrocketed. Today, a CIO understands the cybersecurity landscape and can implement robust security measures to protect sensitive data and ensure business continuity.

“New threats emerging can still be largely mitigated by doing the basic blocking and tackling really well – backup and recovery, master data management, log monitoring, identity management across the entire stack, etc.,” Adds Carter. “New opportunities can best be seized by engaging the imaginations and creative skills of the people in your ecosystem. Likewise, new threats can be blocked by leveraging a bigger team. This is not a recommendation for consensus following – it is a way to LEAD and get to reality as quickly as possible AND THEN identify constraints on the potential solution set and deal.”

Cybersecurity is not just about implementing firewalls and encryption. A successful CIO will take a proactive approach to risk management, identifying potential threats, assessing vulnerabilities, and developing contingency plans. This plan involves securing the technology infrastructure and educating employees on security best practices. Moreover, with the increasing regulatory requirements around data privacy, such as GDPR and CCPA, CIOs must stay up to date with compliance obligations and ensure their organizations remain compliant.

The Evolving Role of the CIO – Looking Ahead

Any successful CIO will need to possess a broad range of skills and values, including strategic vision, change leadership, effective communication, and cybersecurity expertise. These areas are poised to set the next generation of Tech Leaders apart. As we look towards the future, these are skills any leader should be looking for in their next CIO – but that isn’t all!

Be on the lookout for part two, featuring the remaining skills that CIOs will need to succeed.

Navigating The Emerging Role of Generative AI

By Retained | August 23, 2024

Generative AI is no longer just a buzzword—it’s a transformative force that’s reshaping industries and redefining the future of business. Industries around the world have had to understand and integrate generative AI into their business processes with urgency. As this new technology evolves and becomes more readily available, companies have begun to recognize the significant impact that AI can have on their business and industry. Companies are exploring how this new technology can enhance productivity while improving product quality and amplifying performance. The benefits of AI are clear, but the journey to successful implementation brings its challenges.

I asked some of my talented CIO friends to provide their thoughts on AI. In the highly competitive manufacturing industry, where efficiency and quality are paramount, Dan Stuart, SVP & CIO at Southwire, recognizes the competitive edge that generative AI could offer.

“In our business,” explains Dan, “we recognize the transformative potential of generative AI and have proactively committed to integrating AI and machine learning (ML) into our organization. As a manufacturing company, we see significant opportunities to enhance productivity, performance, and quality through these technologies.”

Building a Future-Ready AI Team

Finding the right talent to implement AI is a critical challenge, especially in a market where data scientists, AI engineers, and machine learning specialists are in high demand. IT leaders must not only compete for these skills but also create environments where top talent can thrive and drive innovation.

As AI continues to revolutionize industries, there is a need for skilled professionals who can seamlessly integrate AI technologies into existing frameworks. This task goes beyond just hiring individuals with technical expertise; it requires identifying talent with a deep understanding of the business, the ability to navigate ethical considerations, and the foresight to anticipate future developments. Securing top-tier AI talent is not just about filling roles but about building a foundation for sustainable growth and long-term success. For Dan, finding the right talent was the first step towards realizing his organization’s goals with AI.

“Our first challenge was identifying a qualified AI leader to spearhead our AI initiatives, which we successfully addressed by recruiting an experienced AI leader who brings both strategic vision and technical expertise,” explains Dan. “The next challenge is assembling a skilled team around this leader to drive our AI projects, and we are focusing on hiring top talent in AI and ML to ensure we have the right mix of skills to address our manufacturing needs.”

Unlocking the Potential of AI in Industry

Despite its rapid evolvement and integration into many businesses, most employees do not know much about generative AI and AI in general. To fully leverage generative AI, organizations must go beyond surface-level familiarity. This involves implementing targeted training programs, such as interactive workshops, AI-driven project initiatives, and real-time support systems, ensuring employees are not only aware of AI’s capabilities but are also empowered to integrate these tools into their daily workflows. The more your employees understand how the organization is using AI and what its capabilities are, the more able they will be to make the connection and use AI to increase efficiency and even solve business problems. For this (anonymous) CIO & SVP, helping her organization to better understand the technology is a main priority.

“One of our biggest challenges has been getting the organization familiar with the capabilities of the AI. While most employees have played around with Chat GPT and like tools, it is sometimes difficult to find the connection to how these tools can be leveraged to solve business problems or drive efficiency.  Some products, like Microsoft Copilot, have really good office-type efficiencies, but it changes how people work. For copilot, we have a weekly sharing session for our pilot users. This is a popular session and without this session, adoption would be much lower.”

Through programs like co-pilot, organizations are equipping employees at all levels with AI capabilities to improve workflows and overall performance. However, to address more complex uses, companies can still work to help employees understand how AI is changing how their organization conducts business.

“For other, more complex business use cases, we showcase these on town halls and senior staff meetings to try to get more use cases coming in.  Typically, these more complex cases use several AI tools together – RPA, ML, analytics, etc.”

At Southwire, Dan and his team are taking steps to offer training to educate employees on these emerging technologies.

“We are investing in comprehensive training programs to educate our employees on generative AI and AI, empowering them to make informed decisions and effectively collaborate with our AI team,” said Dan. “By taking these steps, we are positioning ourselves to leverage AI for significant improvements in our manufacturing processes, ultimately enhancing our organizational performance and product quality.”

Preparing for a Future Driven by AI Innovation

As generative AI reshapes industries, the journey of integrating this powerful technology into business processes is both exciting and challenging. The potential benefits are vast—ranging from enhanced productivity to superior product quality—but realizing these gains requires a strategic approach that includes securing the right talent, fostering AI familiarity across the organization, and investing in ongoing education and training. By addressing these key areas, companies like Southwire are not just adopting AI—they are positioning themselves to lead in a future where AI-driven innovation will be a defining factor of success. The path forward may be complex with even greater challenges ahead, but with the right leadership, talent, and commitment to learning, your organization can fully harness the transformative power of generative AI and gain a competitive edge.

Finding the leadership talent you need to take your organization into the future of generative AI and machine learning is no easy task. It’s not enough to find a technology leader with the right technical skills, you need a leader who also brings a strategic vision that aligns with your culture and business objectives.

In a complex market where companies are heavily competing for this sort of talent, having a trusted executive search partner who specializes in the field, like Retained, can help you cut through the clutter and find the perfect match fast. If that’s you, give us a call at 678.984.8528 or submit a contact form to get started.

Tino Mantella

Trends, Technology, and Leadership

By Retained | July 30, 2024

Rapid AI development, increased cybersecurity risks, and an increasing need for expert communicators are just some of the challenges facing today’s IT leaders. Tino Mantella talks about this, executive search, the state of nonprofits, and more in his recent interview with John Ray, host of North Fulton County Business Radio.

Tino is President & Managing Partner of Retained, a leading executive search firm specializing in the Technology and Nonprofit sectors. During the discussion, Tino and John touched on several topics, including Tino’s background, industry trends, what he’s doing with Retained, and more.

Challenges Facing Technology Leaders

Speaking on some of the unique challenges facing IT leaders like CIOs and CTOs, Tino shared how things have changed over the years and how these types of roles have evolved.

“Now they (speaking of Tech Leaders) have to be next-level communicators, where they may be sitting with the CEO, or they have to go before the board to discuss security concerns and assurances. Their sophistication as communicators is really important.”

On top of that, companies must be sure of what they are looking for in a Tech leader, like a CIO. Are they maintaining the status quo or are they on the cutting edge of innovation? Are they going to help their organization migrate its data if necessary?

“So, when looking for a company’s next leader, It’s really about understanding their needs,” explains Tino. I leverage my personal network, Retained’s nationwide network, AI, and other available resources to say, ‘OK, here’s three to five candidates that we think would be really good for this role.’”

A little later in the discussion, John mentioned the difference between understanding what clients might be looking for and providing advice or discernment on what they should be looking for. From Tino’s perspective, it’s not about changing their mind but broadening their perspective and asking the right questions.

“What happens is people are looking for somebody who has red, yellow, or green, and maybe my opportunity is to say, have you thought about blue? This is in terms of something they can contribute that the client wasn’t considering.”

Leadership in Executive Search

Tino has held many leadership roles over his storied career, and one of his more recent roles was as President & CEO of Turknett Leadership Group, a leadership development firm based in Tucker, GA. During that time, Tino had the opportunity to see some of the challenges that leaders faced and the types of leadership principles that could be applied to remedy those challenges. This gives Tino a distinct advantage in the role by applying that knowledge to his searches and interviews.

“At TLG, we were coaching around 300 individuals, many of whom were at the C-Suite level. I got to see every opportunity they had and every challenge they had, which really helps me to see when I’m doing an executive search.”

When asked by John who would be an ideal client, Tino emphasized their flexibility and capability to serve a diverse range of businesses, from large companies to mid-cap. “Really, companies of any size, in this case, would be a good fit,” explains Tino. “I’m beginning to communicate with PE firms and VC firms even. Maybe they’re looking to expand their team, or now they have majority ownership, and they’re looking for new leadership that we can do those searches.”

While Retained partners with larger corporations, Tino acknowledged that even small-cap companies could benefit from their services. Tino also highlighted the importance of focusing on emerging sectors of technology. “I’d love for a young company to say, ‘I need to hire my first head of marketing,’ or ‘I need to hire my first CIO or VP of technology.’ Many of them now are CTOs because they are using more of the cloud.”

Executive Search Reengineered

Check out the full recording to hear the rest of Tino and John’s conversation. Retained is reengineering the search process, simplifying the executive search process while maximizing the effectiveness of our proven recruitment strategies. We’d love to help you find your next leader. Visit our solutions page to learn more about what we have to offer, and contact us today to get started.

6 Traits Your Next CEO Should Have

By Retained | June 25, 2024

Technology is accelerating rapidly, resulting in many of today’s organizations fighting to keep up with the rate of change. What worked yesterday won’t work today, and what works today won’t necessarily work tomorrow. At the forefront of organizational success is maintaining a competitive technological edge to remain relevant and effective in a rapidly changing market. Hiring the right CEO can help you find that edge, but in an ever-growing skills-based hiring market, determining the CEO must haves is essential. Which leadership traits and technical skills should the ideal CEO possess? We suggest you look for the following seven traits that any successful CEO should bring to the table.

Leadership Curiosity

Today’s CEO will always want to search for the most efficient and effective solutions available. That doesn’t mean they will chase the flavor of the month. They will explore and make small bets, surrounding themselves with internal and external talent, failing fast, and when they’ve landed on something that will optimize the business, they’ll act. Being knowledgeable about IT infrastructure, software development, cybersecurity, data management, and emerging technologies helps the CEO make informed decisions. Understanding the technology space also helps a CEO lead through issues that arise while their team optimizes their organization’s IT fabric.

Innovation and Change Management

As a leader in one of the most rapidly evolving sectors, being an agent of change is a must. CEO candidates with a track record of leading digital transformation initiatives and evidence of leading teams through change will have an edge. And, if they don’t know the answers, they will be adept at finding a fellow CEO, a contract employee, or a third-party partner for assistance.

Customer-Centric Mindset

In today’s business landscape, a laser-like focus on customer success wins the day, and a stand-out CEO embraces the importance of having a customer-centric approach to the organization. Leveraging new technologies and the latest best practices for an enhanced user experience is imperative to retain and attract business. It’s no longer a “nice-to-have” but a demand from clients and customers alike.

Harnessing the Power of AI

Artificial Intelligence is becoming increasingly important and hard to ignore. There is no doubt that organizations that take advantage of AI’s ability to optimize and improve work efficiency while enhancing products and solutions will be better positioned for success. The right CEO will be able to help your organization navigate this evolving landscape and carefully and creatively implements AI seamlessly.

Leadership Skills

A CEO’s leadership skills are usually the first thing thought of when it comes to needs, and they cannot be overlooked. CEOs not only have to lead their organization but must work across all business functions to perform at the highest level. CEOs must be relationship-minded and effective communicators.

A Holistic Approach

Gone are the days when CEOs are out on an island to themselves. They think cross-functionally. They understand how decisions across sectors will impact other business functions, the ROI of decisions, organizational objectives, and team needs. Being able to articulate the organization’s greater needs and how it relates to technology is key. Seeing the environment from a broad lens will enable the CEO, and their team, to identify and implement the right technology solutions that best help the organization reach its strategic goals.

Hiring Your Next CEO

There are many exceptional CEOs and soon-to-be CEOs within your reach. To find one that best fits your culture and goals, consider utilizing an executive search firm like Retained to help you find the perfect match, the first time. We would love an opportunity to share with you how we’re reengineering the executive search process.

Luck, Preparation, and Opportunity

By Retained |

Roman philosopher Seneca is credited with being the first to say, “Luck is what happens when preparation meets opportunity”. Now, I am certain that there are some lucky people that have been light on prep and heavy on luck. Lottery winners come to mind.

Most of us get a lot luckier when we prepare for any peak we want to reach. Jim Collins, in his book, “Great by Choice” provides many wonderful instances. For example, he dives deep into the story of the race to be the first to reach the South Pole. It was 1911 and Amundsen planted the flag for Norway. He was competing to be the first against Captain Scott and his team from Britain. Amundsen’s entire team survived, making it back to base, whereas Scott’s team all died on the return trip. Collins explains the excruciating details that Amundsen employed to accomplish the goal, including finding a launch point that was 60 miles closer to the Pole. He also selected dogs to pull the supplies where Scott selected donkeys. What Scott didn’t realize is that donkeys sweat and when combined with freezing temperatures, they froze to death, so the men ended up having to pull the supplies using manpower only.

As we roll out the Retained website as one of many aspects in our preparation to be a leading executive search firm, we are mindful of the importance of groundwork. I/we recognize that companies seeking a firm to assist them in finding the ideal leader to advance company goals want to be certain that their selection does sweat the small stuff. Since companies have many choices, they also will want to know what makes their selection special. We all know that making a bad hire is costly and I am suggesting that the due diligence in selecting a search firm can greatly increase the odds for success.

At Retained and Tier4 Group, we like to think we have taken the Amundsen path to communicate our purpose and we have conveyed our differentiators to instill confidence in anyone looking for a great firm for their next hire. I invite you to do your prep and if you end up selecting us you, and we, will be lucky!!

– Tino Mantella

Retained Launches New Website to Enhance Executive Search

By Retained | May 7, 2024

Atlanta, May 7^th – Retained, a prominent executive search firm reengineering the executive search process, is thrilled to announce the launch of its newly redesigned website. This “reengineered” website has been meticulously designed to enhance user experience and showcase Retained’s comprehensive search solutions, unique differentiators, and successful case studies.

“Our new website is an excellent representation of our brand and highlights our key differentiators that truly set us apart from other search firms,” said Betsy Robinson, Founder and CEO of Retained.

Key features of the new website include detailed information on Retained’s search solutions, a rich selection of client testimonials, and an overview of its unique approach to reengineering the executive search process. The site also tells a compelling company story and showcases the firm’s prestigious awards.

These elements offer a holistic view of Retained’s expertise, brand, and success in the industry.

“In today’s business environment, leadership and storytelling go hand in hand,” explains Tino Mantella, President & Managing Partner, Retained. “This site brings our purpose to life. Our story reveals our uniqueness and passion for placing exceptional talent who contribute to the advancement of their company.”

Retained is a collective of leaders dedicated to bridging the gap between innovative organizations and exceptional, diverse talent in the technology and nonprofit sectors. As a division of the award-winning Tier4 Group, Retained fosters connections, dismantles barriers, and shapes a future where diversity isn’t just celebrated; it’s a prerequisite for success. This new website is helping Retained bring this missing to life.

About Retained

Retained is a premier executive search firm specializing in the full-time, fractional, or interim placement of senior technology leaders, C-suite executives in technology and non-profit companies. Retained is a subsidiary of one of the nation’s fastest-growing talent brands, Tier4 Group, and leverages strong industry connections and deep expertise in these sectors to deliver unparalleled solutions. Retained’s unique process employs a human-centric approach complemented by powerful AI tools to identify and place premier talent. This innovative method connects organizations with candidates who not only meet their needs but also enrich their teams with diverse backgrounds, skills, and perspectives. For more information, visit retained.com.

Contact Information

Retained.
Jonathan Palombo
248.778.7248
Jonathan.palombo@retained.com

Standing Out or Standing Together?

By Retained | April 19, 2024

Interviewing is an art. At Retained and Tier4 Group, we strive to fill jobs with exceptional candidates. The interviewee will find ways to draw distinctions between themselves and the pack. They stand out.

Collaborators often stand out because they are team players. They stand out in an interview because they are great team players at work. They readily share information up and down the line. They are less concerned about topping their peers for that coveted promotion because they value helping others be successful. They don’t always have to grab the limelight by putting others down. And, most importantly, they have figured out that working together and sharing information generally means a happier workplace, better results, and more recognition in the long run. Don’t get me wrong, there are times to compete, avoid, compromise, and accommodate (referencing the Thomas Kilmann Conflict Mode Instrument). Yet, a heavy dose of collaboration is almost always present with the best leaders.

Adam Grant, in his new book, Hidden Potential, brings my point on collaboration to life as he relays the true story about “The Golden Thirteen”:

It was January 1944, as the wars in Europe and Asia were at their peak. Naval black combatants were relegated to menial roles aboard ships. That was about to change. Sixteen black men were selected for officer training. They were 20- and 30-year-old men with varied backgrounds, including porters, lawyers, mechanics, and other walks of life. They weren’t selected because they all possessed exceptional traits.

The sixteen men were separated from the white class that was going through the program at the same time. They had their own cohort. And many expected them to fail. The classes weren’t easy as a typical class had a 25% failure rate.

Here is the punchline. Every member of the class of sixteen soared past the requirements. In fact, years later, the group of sixteen learned that their test scores were, collectively, the highest on record for many years. Why the higher scores? There are several reasons. First, many of the white candidates saw themselves as competing with the other candidates for the coveted officer roles. Generally, they were less willing to share. They were in win mode. Why give their fellow candidate information that they worked so hard to garner, so that they could get THEIR spot. The black candidates had a higher purpose. They had something to prove. It wasn’t about beating out the others; it was about getting everyone over the finish line. So, they shared and they shared and they shared. They learned which each person was good at and that person(s) taught the others. It was a leave-no-man-behind approach. In this way, every candidate was given their best chance to be successful.

Thirteen of the sixteen candidates ended up being chosen as officers. They were known as the “Golden Thirteen”. Their success not only helped them but also opened the doors to the multitudes to follow in their footsteps.

Have you known people who keep information to themselves? People who take more credit for success and less for failure? They might always be in competition mode, and not with the outside world but with their supposed teammates.

The Golden Thirteen or, I would go as far to say, the Sweet Sixteen, demonstrated the value of working together without concern for being the best. They had a higher purpose which was to prove that they could do as well or better than anyone, and by doing so, they could set the Navy on a new course of fairness and respect for all.

That’s a lesson for all of us to live by.

Tino

Entering the Brave New World of Retained Search

By Retained |

Well, Retained Search isn’t new to the world, but it’s new to me. Some of you reading this may be wondering why the heck I jumped into another new field. The answer is easy. I love challenges that test my abilities.

I am one of the lucky ones (although it’s been said that “luck is when preparation meets opportunity”), because I can say that I have enjoyed every step and every pivot in my career. From running park districts, YMCAs, leading a major health charity to a technology association, and then on to a tech advisory company then a leadership development company, I now find myself in the world of executive search. Believe it or not, there are more similarities than differences in my career path. To me, leadership skills plus tenacity can generally enable one to have a purpose-driven impact. This is not to say that it’s always been a bed of roses. There have been mistakes along the way, but I can honestly say that I’ve learned more from the blunders than from the wins.

Retained is a division of Tier4 Group, so I’m not starting from scratch. Tier4 Group is an excellent company that has been built brick by brick over the last ten years under the exceptional leadership of Betsy Robinson. Leveraging the knowledge of the team while utilizing their cutting-edge technologies definitely gives me a leg up. I am clearly not standing alone, and past experiences have done more than enough to provide me with a set of usable skills and allow me to build a great database of friends and associates. MY CIO/CTO, CEO, and CHRO connections will serve me well. And I will need to tap into all of my connections so don’t abandon me now. Just kidding. No really, I need you!

Purpose-driven Impact

Finally, I mentioned “purpose-driven impact”. The commonality in all of my leadership roles is the element of helping people. Extracting gang members from gangs or helping people manage a serious chronic disease, jump off the page as roles with purpose. The work of Tier4 Group and Retained may seem more like a job than a purpose-driven endeavor. But let me assure you our team BELIEVES that our efforts have a clear purpose. The companies that we support want us to help them find leaders that will not only meet their expectations but exceed them… and successful candidates want jobs that meets their expectations. For me, when I am successful placing a candidate, I will want that candidate to not think of the common phrase “work/life balance.” I will want them to consider work as a part of life. It’s not getting paid to enjoy the rest of life, it’s enjoying the work as part of life. So, our goal is to help people and companies unite to make a positive difference to the employee and the company, that ideally has a favorable impact on the world. Then, OUR company will know that our mission is being attained.

– Tino Mantella, President and Managing Partner of Retained

What’s Your Vision?

By Retained |

A leader assuming the helm is always asked “what’s your vision?” Likewise, a candidate vying for a leadership position will face the same pivotal question.

If I ever write a book, Chapter 1 would be titled “It’s Not My Vision.” Do you find that odd? Here is my point of view: a leader’s vision should rely heavily on matching stakeholder desires and expectations with realistic short term and midterm capabilities of the staff and support teams. This runs contrary to a new leader waxing poetically as to what he or she are going to do on day one. Granted, if they have been in the industry for years, they have a leg up. Maybe they will get lucky and be right, but I subscribe to the phase “luck is what happens when preparation meets opportunity.” This quote is attributed all the way back to Roman philosopher Seneca. New leaders: the opportunity stands before you, but how about preparation?

In January, I took on the role of Managing Partner for Retained. Retained’s work, as most of you know, will be to fill leadership openings in the technology and not-for-profit spaces with exceptional candidates. A key piece to my preparation is to conduct 90 meetings in 90 days with stakeholders. I am going full curiosity-mode. My goal is to learn from CHROs, CEOs, CIOs/CTOs, the Tier4 Group staff, and other stakeholders. The questions I am asking are not static. They are based on the interest and experience of each contributor. Ultimately, I am learning about what Retained will need to deliver to stand out from the crowd. The interviews are not only shaping my vision, but also will contribute to the development of goals, KPIs, hiring decisions, and so forth. An additional benefit is we make friends when we ask people’s opinions in a sincere way.

This is not the first time I have done 90 in 90s. It is a process I have followed for years. In fact, I was a huge underdog to get the job of President and CEO of the Chicago YMCA before age 40. The Chicago YMCA was arguably the largest YMCA system in the world. A unique step I took in preparation for my first interview with a high-powered BOD was to fly out to Chicago a week ahead, on my own dime, and start my 90 in 90 process in advance. Frankly, the Board was blown away and I got the job. When I took on the role of President and CEO at TAG, the organization was crying out for an identity and a direction. The 90 in 90 gave me the credibility to move quickly around some big decisions with the BOD’s full support. If I came in on day one and said, “here is my vision and here is what we are going to do,” the BOD would not have had the confidence to allow me to go forward.

I am now entering month two at Retained. More than 20 one-on-one interviews have been conducted. My process is not close to being over, but I am picking up a number of important and consistent messages. Some things I have heard thus far include:

Clients at Tier4 Group believe that the 10 years of success they have had creates trust in Retained.
Trust in not only the process, but the people leading the search, is critical.
Relationships drive decision making when it comes to selecting a search firm for executive search.
Having a focus in place of technologists at the C-suite level is a strong differentiator.
Being a women owned company and one of less than ten LGBTBE certified is a game changer.
Having capabilities and experience around leadership assessments is a plus.
Believing in what we do should be the baseline for any great company, but is it?
And we have demonstrated a deep belief that our work matters for ten years, so that’s a great thing.

I don’t like the phrase work/life balance because it diminishes our work part of life. People in other countries believe they work to live and think many in the USA live to work. To me, if you love your work and love to make a difference and have a purpose, then work is an integral part of life. It’s not a separate thing. Anyway, I love my work and believe that what we are doing at Tier4 Group and Retained is making a difference.

Best,

Tino Mantella

Tier4 Group Announces the Launch of Retained – An Executive Search Firm

By Retained |

Tier4 Group Announces The Launch of Retained – A Premier Executive Search Firm – With Tino Mantella as President & Managing Partner

[ATLANTA, December 19, 2023] – Tier4 Group, an award-winning, woman-owned and diversity certified technical talent acquisition firm founded by Betsy Robinson, is proud to announce the launch of Retained, an innovative executive search firm, led by Tino Mantella, former CEO of Turknett Leadership Group and Technology Association of Georgia (TAG).

Retained’s primary focus will be on placing senior technology leaders, including CIOs, CTOs, and CISOs, in companies across various industries. Additionally, the firm will place top-tier C-suite leaders such as CEOs, COOs, and CFOs with technology-focused service and product companies, as well as identify exceptional candidates for non-profit executive level positions. Operating as a unique brand under the Tier4 Group umbrella, Retained leverages its strong industry connections and deep expertise to deliver unparalleled talent acquisition solutions to organizations seeking exceptional leadership.

With a vision to transform executive search, Retained aims to revolutionize the industry by combining Tier4 Group’s proven track record in talent acquisition with Tino Mantella’s unparalleled expertise in leadership development and organizational growth. This venture represents a significant milestone for both leaders as they combine their resources, experience, and networks to provide fractional and interim talent to clients in addition to a comprehensive suite of talent solutions.

Retained’s mission is to provide strategic, tailored, and client-centric executive search solutions to meet the evolving needs of today’s business landscape, while keeping Diversity, Equity and Inclusion (DEI) at the core of its identity. The firm will recognize the critical role that senior technology leaders play in driving innovation and growth, and it is committed to connecting organizations with the talent necessary to thrive in an increasingly competitive global market.

Tino Mantella will bring a wealth of experience and a strong commitment to excellence to his role at Retained. As the former CEO of Turknett Leadership Group, Tino has a distinguished career in leadership development and executive coaching, making him a valuable asset in identifying and placing top-tier talent in key executive positions.

Betsy Robinson, Founder and CEO of Tier4 Group, expressed her enthusiasm for this exciting announcement. “We are thrilled to hire Tino Mantella as President and Managing Partner of Retained. Together, we will continue to uphold our commitment to diversity, equity, and inclusion while offering our clients unparalleled expertise and exceptional talent acquisition solutions.”

About Tino Mantella:

Tino Mantella is President and Managing Partner of Retained. Prior to joining Retained, Tino served as President and CEO of Turknett Leadership Group where his focus was on seeing that the Turknett mission of “spreading leadership character around the globe” was carried out to its fullest extent to impact a greater number of people and leaders. Throughout his professional journey, Tino has held leadership positions in both non-profit and for-profit sectors, spanning diverse fields such as human and social services, healthcare, and technology. His strategic leadership resulted in the Technology Association of Georgia and the YMCA of Metropolitan Chicago becoming North America’s largest institutions of their kind. Additionally, he played a pivotal role in one of the world’s largest not-for-profit organizations, contributing over $50 million to arthritis research. Tino is widely recognized for his ability to drive meaningful impact in people’s lives, foster team cohesion, and enhance organizational effectiveness. His reputation as a versatile and innovative leader has earned national acclaim in published works.

About Betsy Robinson:

Betsy Robinson is the Founder & CEO of Tier4 Group, a women-owned and diversity-certified technology talent and professional services organization. She was recognized in 2023 by Inc. Magazine as an inaugural honoree to the 30 Under 30-ish list and named 2023’s LGBTQ+ Businessperson of the Year for the State of Georgia. Additionally, Betsy is an active volunteer with Women in Technology and current serves on its Board of Directors.

About Retained:

Retained is a premier executive search firm specializing in placing senior technology leaders, C-suite executives in tech companies, and top-notch candidates for not-for-profit CEO positions. Operating as a subsidiary of Tier4 Group, Retained leverages its strong industry connections and deep expertise to deliver unparalleled talent acquisition solutions to organizations seeking exceptional leadership. For more information, visit retained.com.

About Tier4 Group:

Tier4 Group is a woman-owned and diversity-certified technology talent, professional services, advisory, and information security firm specializing in connecting exceptional talent with top-tier employers seeking to fill technology and execute on critical projects. By combining advanced recruitment automation with a personalized approach, Tier4 strives to identify the best fit for both the customer and the candidate. Tier4 Group has been recognized for five consecutive years (2019-2023) as one of the fastest-growing companies in the nation on the prestigious Inc. 5000 list, as well as recognition as a Pacesetter by the Atlanta Business Chronicle for the fourth time in 2023, and also a Best Places to Work in Georgia. For more information, visit tier4group.com.