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As Q3 draws to a close, September 2025 delivered sharp insight and bold perspective from across the ENEX Global Executive Search Network. From the UK to South Africa, Austria to Czechia, and beyond, one theme echoed across markets:Leadership is in flux—and the firms that blend data, empathy, and strategic foresight will define the next era.<h3>Here’s what our Partners uncovered this month:</h3> Bentley Lewis (UK)Predictive, Boundaryless, Mission-Aligned LeadershipLondon-based Bentley Lewis is shaping a new vision for executive search—blending AI precision with deep cultural insight. From rising demand for fractional and dual-hat executives to increasing dissonance between workplace flexibility expectations and organizational norms, the UK and US leadership markets are in transformation.Key insights:Executive retention is now harder than recruitment ESG fluency has moved from bonus to baseline Predictive talent ecosystems and "tours of duty" are reshaping the C-suite &nbsp;Bentley Lewis doesn’t just place leaders—they engineer leadership ecosystems. HILL International AustriaStrategic Advisory in a Candidate-Short MarketWith a 97% success rate over five decades, HILL Austria knows that today’s leadership market is defined by scarcity and urgency. Talent gaps in tech, finance, and ESG roles are widening, while the conservative business culture hasn’t fully adapted to hybrid expectations.What’s next?Executive Search will shift from placement to partnership Leadership advisory becomes standard, not optional Generational shifts and slow decision-making are losing top talent &nbsp;In Austria’s Mittelstand, precision and long-term thinking win the race. Enshrine Placements (South Africa)Empowering Africa Through Purpose-Driven LeadershipEnshrine Placements is rewriting the African executive search model—combining traditional search with mental health programs, think tank strategy, and leadership development.With rising demand for culturally fluent, adaptive leaders across engineering, energy, and tech, Enshrine highlights:The shift from transactional hiring to leadership ecosystems The centrality of purpose, trust, and resilience Growing need for executive advisory services amid energy, economic, and regulatory volatility &nbsp;Leadership in Africa is not just about skill—it’s about alignment, adaptability, and impact. HILL Czech Republic &amp; SlovakiaSuccession &amp; Stability in a Generational ShiftIn Czechia and Slovakia, HILL International is helping clients navigate a tight labor market and a once-in-a-generation leadership handover. As post-communist founders retire, finding culturally aligned, change-ready successors has become a strategic imperative.Key challenges:Ultra-low unemployment and low mobility High retention, but pressure to modernize leadership Employers demanding digital fluency + cultural empathy &nbsp;In this context, high-quality assessment and deep values alignment define search success.Beyond regional insights, our September articles tackled the human side of leadership in today’s unpredictable world: 🧭 Resilience &amp; Adaptive Leadership Crisis is no longer exceptional—it’s constant. Leaders who evolve through disruption will define tomorrow.🤖 AI in Search? Helpful, not human. AI can scan—but it’s people who connect. Consultants remain the strategists.🌍 Cultural Fit in a Remote World Fit is no longer about proximity—it’s about purpose and behavior, across borders and screens.🧳 Cross-Cultural Onboarding The first 100 days matter more than ever—especially for globally placed leaders. Integration is everything.👥 Gen Z Meets the C-Suite Transparency, purpose, and lived diversity are non-negotiable for the next generation.🌪️ Leadership in a VOLCANIC World Volatile. Chaotic. Nonstop. Today’s leaders need calm minds, clear direction, and courageous decisions.💡 Empathy as a Leadership Superpower Soft skills now drive hard results. Emotional intelligence is a must—across all industries. 🔮 The Takeaway:Executive search is no longer about filling a seat. It’s about future-proofing leadership—strategically, contextually, and humanely. At ENEX, we stand at the forefront of this evolution—delivering leadership that lasts, adapts, and leads with purpose. 📖 Read all articles from September at: 👉 www.enexsearch.news#ExecutiveSearch #LeadershipTransformation #ENEX #LeadershipAdvisory #FutureOfWork #CulturalFit #Resilience #AIinSearch #GlobalLeadership #HumanFirst

Wrap of the month: September 2025 | The Future of Executive Search: Global Shifts, Human Depth, Strategic Precision

Diverse Team Meeting in Modern Office Space

In today’s interconnected world, global mobility and cultural intelligence are no longer “nice-to-have” extras for executives. They are fast becoming critical capabilities that determine whether leaders—and their organizations—can succeed in volatile global markets.<h3>ENEX Partners observe that organizations thrive when their leaders can:</h3>🌐 Lead across borders, managing distributed teams and multinational operations. 🧠 Understand cultural nuance, reading the signals that shape decisions in different markets. 🤝 Build trust in diverse teams, fostering cohesion across languages, time zones, and cultures. Executives with global fluency don’t just adapt to new environments—they accelerate transformation. Their ability to combine mobility, sensitivity, and international perspective enables them to create resilient, inclusive organizations ready for tomorrow’s challenges.“Global leadership today is not about passports, but about perspective,” notes ENEX. “Cultural intelligence is the differentiator that sets transformative leaders apart.”&nbsp; #GlobalLeadership #CulturalIntelligence #ExecutiveSearch #ENEX #LeadershipMatters

Global Mobility and Cultural Intelligence: The New Differentiator for Executive Talent

Image of different emotions on wooden peg dolls against pink background.

Once considered “nice-to-have,” empathy has now become a must-have skill in the executive suite. Global executive search and leadership advisory firm ENEX reports that soft skills—especially empathy, listening, and emotional intelligence—are no longer optional qualities but core drivers of business success.For years, analysts have highlighted the importance of “EQ” (emotional quotient) in leadership. But today, even in traditionally hard industries such as manufacturing, logistics, or engineering, empathy is emerging as a decisive factor in leadership performance.<h3>Why soft skills now outweigh hard numbers</h3> The shift is fueled by the realities of modern leadership. Executives must:🤝 Build trust across cultures, as teams span continents and time zones.💬 Navigate hybrid dynamics, balancing in-office, remote, and flexible workforces.🧠 Read the room—even when it’s virtual, decoding unspoken signals over video calls.👥 Connect before they direct, establishing human relationships as a foundation for performance. “Empathy isn’t a buzzword—it’s a business driver,” says one ENEX Partner. “Leaders who can connect authentically create more resilient organizations, stronger teams, and ultimately better results.”<h3>The business case for empathy</h3>Evidence is mounting that empathetic leaders achieve more than just higher employee engagement. Empathy supports:Better decision-making, by integrating diverse perspectives. Higher retention, as employees feel seen and valued. Sustainable growth, by building trust with customers, communities, and regulators. In other words, in the boardroom, EQ is becoming the new IQ.<h3>From soft to strategic</h3> Empathy no longer sits on the “soft skills” side of the ledger. It has moved firmly into the realm of strategic leadership. As volatility continues to redefine business, executives who balance numbers with nuance are proving most effective.“Today’s leaders are measured not only on quarterly results but on how they sustain trust, culture, and long-term resilience,” ENEX notes. “That requires a human-first approach.”&nbsp; #Empathy #LeadershipSuperpowers #ENEX #SoftSkills #ExecutiveSuccess #HumanFirst

Empathy as a Leadership Superpower: Why Soft Skills Dominate the Hard Numbers

Today’s business world isn’t just VUCA—volatile, uncertain, complex, ambiguous. It’s becoming VOLCANIC: volatile, chaotic, and constantly erupting with new shocks, disruptions, and crises.In such an environment, the question for executives is no longer whether turbulence will arrive—but how they remain grounded when it does.<h3>1. Embrace Complexity, Don’t Reduce It Away</h3>Strong leaders resist the temptation of simple answers. They know that complexity can’t be eliminated, only understood and navigated.<ul><li>They map interdependencies instead of focusing on silos.</li><li>They run scenarios to anticipate ripple effects.They make decisions in layers—acting now, while leaving space to adapt later.</li><li>They make decisions in layers—acting now, while leaving space to adapt later.</li></ul>This doesn’t mean paralysis; it means holding multiple perspectives without losing focus.<h3>&nbsp; 2. Prioritize People Alongside Performance</h3> In a storm, numbers matter—but people matter more. Resilient executives put relationships at the center of performance.<ul><li>They communicate transparently in moments of uncertainty.</li><li>They show empathy without compromising on accountability.</li><li>They create trust by being visible, accessible, and human. </li></ul>When leaders invest in people, they build loyalty and resilience that outlasts any quarterly fluctuation.<h3>&nbsp; 3. Stay Agile Without Losing Direction</h3>Agility is not chaos; it is disciplined flexibility.<ul><li>Leaders keep a clear North Star—their values, mission, and long-term vision.</li><li>They allow for course corrections when new data or realities emerge.</li><li>They promote a culture where experimentation is safe but aligned with strategy.</li></ul>This balance between agility and stability is the hallmark of leadership in uncertain times.<h3>&nbsp; 4. Build Inner Calm to Lead Outer Change</h3>Crises demand quick decisions, but clarity comes from within. Resilient executives:<ul><li>Practice reflection and mindfulness to steady their minds.</li><li>Maintain personal routines that anchor them (exercise, journaling, mentoring).</li><li>Develop a strong support network of peers and advisors.</li></ul> By cultivating calm inside, they project confidence and stability outside—exactly what their teams and stakeholders need.<h3>&nbsp; 5. Leadership as a Human Balancing Act</h3> Leadership today is no longer about heroic certainty. It is about balance:<ul><li>Between clarity and complexity</li><li>Between performance and people</li><li>Between agility and direction</li><li>Between outer action and inner calm</li></ul> Clarity, courage, and character are the anchors that allow executives to lead when the ground is shifting beneath everyone’s feet.&nbsp;#LeadershipInCrisis #Resilience #ENEX #VUCA #VOLCANIC #CLevel #ExecutiveSearch

How Executives Stay Grounded in Volatility

<figure id="figure-buvfp8dkhlmfv8ttt0"><img id="buvfp8dkhlmfv8ttt0" src="https://cdn.durable.co/blocks/24nkvetZX80LOZMZBvcnJ5u9br9OPbEjjuQ4uw55qYKf1vxHNGDgA6mbggv3eVBw.jpg" alt="" title="" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: undefined undefined;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/24nkvetZX80LOZMZBvcnJ5u9br9OPbEjjuQ4uw55qYKf1vxHNGDgA6mbggv3eVBw.jpg" data-mce-style="aspect-ratio: 16/9; object-position: undefined undefined;"></figure>Since 1993, HILL International Czech Republic &amp; Slovakia has stood as a cornerstone in executive search and HR consultancy, supporting clients in one of Europe’s most unique and dynamic labor markets. Renowned for combining business acumen with human insight, HILL delivers far more than placements—it's a long-term partner across the employee lifecycle.With their proprietary HILL Competence Analysis®, the firm offers deep, data-informed perspectives on leadership potential, helping organizations make confident decisions during periods of transformation, succession, and organizational change.<h3>A Market in Generational Transition</h3>The Czech executive labor market is operating at near-full capacity, boasting one of the lowest unemployment rates in the EU (around 4%) and low turnover (14–15% annually). Salaries are steadily rising, and retention tends to be high thanks to the Czech workforce’s strong loyalty and low appetite for frequent job changes.One of the most distinctive trends is a generational leadership shift in family-owned businesses. Founders who launched companies in the post-communist boom of the 1990s are now retiring, creating a growing need for trusted, culturally-aligned successors—whether from within the family or from external talent pools. This shift has created fresh opportunities for high-quality executive search firms that provide rigorous personality assessment and cultural fit analysis.<h3>Geopolitics and Economic Pressures</h3>As a highly open, export-driven economy, Czechia is sensitive to global instability. Ongoing geopolitical events—ranging from the war in Ukraine to economic turbulence in the U.S. and Middle East—have subdued growth in many industries. Notably, only sectors such as defense, precision machinery, and aerospace are thriving amidst uncertainty.<h3>The Evolving CEO Profile</h3>Czech organizations are increasingly seeking digitally fluent, change-ready leaders. Executives are expected not only to manage but to drive transformation—leading innovation, navigating ambiguity, and engaging teams behind strategic change.&nbsp;This includes:<ul><li>Strong technical or sector-specific expertise</li><li>Change leadership and storytelling capability</li><li>Innovation-centric mindset</li><li>Strategic and adaptive thinking</li><li>Firm, values-driven leadership</li></ul>Employers aren’t just seeking proven experience—they want leaders with learning agility and adaptability in unpredictable environments.<h3>C-Level Hiring Challenges</h3>The biggest struggle for clients? Finding transformational leaders who inspire trust while thriving in complex, fast-moving contexts. Employers are increasingly aware that experience alone isn’t enough—they want cultural architects who can build purpose-driven environments that resonate with today’s talent.Another challenge is employer branding: younger generations gravitate toward startups and value-driven organizations. Informal work cultures, work-life balance, and the personality of leadership now play a vital role in attracting and retaining top-level executives. Relocation remains a sticking point too—executives in Czechia are highly place-bound, and cross-border mobility remains limited.<h3>The Future of Executive Search in Czechia</h3><figure id="figure-vamilv9wjbmfv9055g"><img id="vamilv9wjbmfv9055g" src="https://cdn.durable.co/blocks/degIF2PyCdb6Gp8mBQISAYmZKIprBK8Pp9THjt6ae9Vz5dcrLjAzCgCYMdTDG93V.png" alt="" title="" class="object-cover bg-gray-100 " style="aspect-ratio: 3/2; object-position: center center;" data-corners="default" data-aspect="3:2" data-caption="" data-positionx="null" data-positiony="null" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/degIF2PyCdb6Gp8mBQISAYmZKIprBK8Pp9THjt6ae9Vz5dcrLjAzCgCYMdTDG93V.png" data-mce-style="aspect-ratio: 3/2; object-position: center center;"></figure>Looking ahead to 2025–2027, HILL’s leadership believes the foundations of great executive search remain unchanged: high-quality service, deep assessment, and cultural alignment. But the tools and processes must evolve.AI and automation will become essential for efficiency, freeing up human consultants to focus on deep assessments and strategic advisory. As clients demand more than transactional hiring, executive search firms must act as true partners in talent strategy and leadership development.“We believe in precision, not compromise,” says the HILL Czech team. “AI will help us scale—but insight and quality will continue to define the value we bring to our clients.”want to learn more about our Accredited Partner HILL International Czech Republic &amp; Slovakia? <a href="https://www.hill-international.com/en-CZ/" data-mce-href="https://www.hill-international.com/en-CZ/">https://www.hill-international.com/en-CZ/&nbsp;</a>&nbsp;

Guiding Leadership Through Transition: HILL International Czech Republic & Slovakia Navigates a Changing Executive Landscape

Double the resources, double the opportunity

In today’s interconnected world, the first 100 days of an executive’s tenure have never carried greater weight—particularly when the role spans cultures, geographies, and unspoken corporate norms.At ENEX, we consistently see how effective onboarding shapes not just a leader’s short-term performance but their long-term credibility. For global executives, those first weeks are not simply about learning the business model or meeting the team. They are about reading subtle cultural cues, understanding invisible expectations, and building trust across borders.Successful cross-cultural onboarding requires more than a standard checklist. It involves:<ul><li>Cultural and contextual alignment: Ensuring leaders quickly adapt to local ways of working, communication preferences, and decision-making styles.</li><li>Navigating unspoken rules: Recognizing what’s not written in the handbook—hierarchies, power dynamics, and traditions that shape behavior.</li><li>Blending business with emotion: Beyond strategy, leaders need to forge genuine human connections to foster loyalty and engagement.</li></ul>Increasingly, companies recognize that executive integration programs can accelerate performance by shortening the “learning curve” and minimizing costly missteps. Whether in virtual boardrooms or physical offices, the ability to “read the room” has become a leadership superpower.Thoughtful onboarding is not just about starting strong—it’s about setting the foundation for sustainable impact. As organizations expand globally, those first 100 days can determine whether a leader thrives or fails.🧭 At ENEX, our mission is to guide leaders through this transition, helping them transform potential challenges into opportunities for influence and growth.

Blog

Wrap of the month: September 2025 | The Future of Executi...

Global Mobility and Cultural Intelligence: The New Differ...

Empathy as a Leadership Superpower: Why Soft Skills Domin...

How Executives Stay Grounded in Volatility

Guiding Leadership Through Transition: HILL International...

Cross-Cultural Onboarding: Why the First 100 Days Matter ...