AIMS International is a retained executive international search and Leadership advisory firm. “We Find & Grow your Leaders”.

Our 350+ consultants in 90 offices across 55 countries work with public, private & non-profit organisations across all industries and regions.

With the support of our 9 Global Practice Teams (Automotive & e-Mobility, Industrial, Financial & Professional Services, Life Sciences, FMCG & Luxury Goods, Media & Technology, Energy, Board Services and Talent Management), we share knowledge, best practices and expertise globally.

Founded in 1998, AIMS International Luxembourg offers a range of services within the fields of executive direct search. Since 2010, we are providing Human Leadership and Talent Development solutions. All our services are co-built to fit the needs of our client’s organisations and delivered by Business Professionals (coaches and consultants).

In the Grand Duchy of Luxembourg, we have built over the years a reputation in the market as a valuable strategic partner in developing organisations, from finding, selecting, and growing executives and business-critical specialists to providing Talent Management solutions to our national and international clients.

Our core values such as integrity, trust, care for high-quality work, discretion and a genuine desire to continue to build sustainable partnerships with our candidates as well as with our clients.

Our Services

More and more businesses in the Grand Duchy of Luxembourg and abroad are telling us how hard it is to find the right key skills. The success of each business may stand of fall on the difference between finding a person and finding the RIGHT person.

Each executive search assignment is unique in its requirements and solution. We analyse your business and needs, locate the candidates, and reach out to the best suited candidates in delivering on our clients’ specific mission.

On average we present within six-seven weeks two to three candidates who meet on the agreed requirements.

In the final stage, we might enhance our decision-making by reference taking, and depending the requirements the use of Assessment tools. All this information is also important to optimise the onboarding process.

We provide a guarantee for all our assignments and follow up during the on-boarding process with both clients and candidates.

Our work in Talent Management includes Assessments and Growth Programmes for individuals and teams as well as propositions to make Talent Management Processes more effective and result orientated. We focus on helping businesses, executives, and management teams to unleash their full potential in alignment with their business goals and areas of responsibility.

  • We use Leadership Assessments* to identify talent, assess suitability and reveal development potential.
  • We help individual executives to develop through customised Growth Programmes.
  • We support management teams to develop their working methods and deliver results through our Team Growth Programmes.
  • We adapt, develop and streamline the Talent Management Processes to ensure they deliver genuine goodwill. This typically involves encouraging different aspects of Talent Management to coalesce and reinforce each other to achieve results.

*SHL, Hogan, MBTI, DISC, HBDI, PCM, Belbin, etc..

Knowledge about the strengths, development needs and potential of individual key persons and management teams can make a huge difference to the company in question and the future success of those individuals and teams. Leadership Assessments provide neutral and enhanced decision-making data that can be used for change management and planned development initiatives.

Assessment of Executive/Individual Key Persons.

This is an assessment of an individual’s capabilities and potential to succeed in a specific task or role. The assessment is based on an in-depth understanding of the requirements of the task/role, as well as mapping and evaluating the individual’s experience, knowledge, incentives, personal attributes, motivation, potential proficiencies.

The results of these assessments are valuable and useful in many contexts, including:

  • The recruitment of external key persons
  • The promotion or recruitment of internal candidates
  • The selection for talent and development programmes
  • The basis for personal development initiatives

We are experts at defining the success requirements that different tasks impose on executives and specialists; our experienced assessors are well-versed in strategic talent supply and use tried-and-tested methods to assure AIMS International’s common process. This allows us to coordinate assignments across national borders in an effective way.

 

Assessment of Management Teams

Executives often express a desire for better-performing management teams and other business-critical teams. There may be problems with the composition of the team or its ability to collaborate. Such teams tend to fixate on irrelevant issues, or their decision-making processes stall or take far too long.

Carrying out an Assessment or Audit of a management team is worthwhile for a variety of reasons and is sometimes essential for a team’s ability to break bad habits and move on. The results of an Assessment Review are invaluable as they provide e.g.:

  • Evaluation of the team’s capacity
  • Decisions designed to improve work and results in the team
  • Audit of the team’s prospects for managing new game-changing challenges and situations, e.g. major strategy shifts, acquisition or split-up of the business, etc.

When we work with Management Team Assessments, we take a dual approach: one aspect is the individual members and what they bring to the team – what their strengths and weaknesses are in terms of the assignment. The second aspect involves assessing the prospects for the team’s work via its goals, working methods, dynamics and ground rules. We make an assessment of the team’s strengths and weaknesses and use this as decision-making data for implementing changes and development initiatives.

Assessments of this type are carried out by professionals with deep insight into the realities of leadership and working on a management team, as well as business strategy, and the way teams interact and evolve. We always select the best suited professional(s) for the assignment in question.

Customised to the developmental needs of executives and specialists

There are a variety of reasons why executives want and need to strengthen their own leadership skills and the impetus to do so may come from them or the people around them, e.g. their board of directors or immediate superior.

Standardised leadership training rarely impacts individual leadership and abilities on a deeper level. We base our work on the executive’s specific tasks, situation and personality-related resources. We customise Growth Programmes for the individual key person. We focus on issues that are important to the future goals and plans of the individual and align with the business context in which that individual operates.

We regard the participant as the active party. They have a personal professional coach on hand for the duration of the programme.

To obtain the right input values and ensure a favourable starting point, we begin the development programme by carrying out a Leadership Assessment and creating a change and development plan.

The programmes are conducted via individual sessions focused on key issues and themes relevant to the individual. The meetings will be a combination of planning and coaching and will be paired with the individual’s own developmental work in their day-to-day lives.

The consultants working with these programmes specialise in Individual Leadership Development and are well-versed in the current challenges that executives face.

The programmes are conducted in strict confidentiality.

Development for management teams

Getting a management team to function optimally – so that it matches business requirements and provides good, forward-looking leadership – is crucial to the success of most companies and organisations. If the teamwork is suboptimal, it will take a massive effort by everyone involved to turn things around.

We train the spotlight on the business goals and the management team in question. Depending on the problems and desired development work in question, we customise Growth Programmes for management and other teams.

We focus on how the team operates and interacts and we identify development needs; we also concentrate on questions that are important to the individuals in light of their future goals and plans. Moreover, we align the work with the business context in which the team operates and look at what others expect from the team.

The development programme for the management team begins with a thorough comparison between the current situation and the desired change. We meet the team, discuss their situation and views on what needs to improve, we identify the management team’s general challenges, and its ways of dealing with problems and development.

The next step is to carry out individual Leadership Assessments and a Group Assessment.

The subsequent development work takes place in active workshops with the management team, paired with individual coaching sessions and follow-up meetings, as needed and agreed.

The first workshop focuses on the composition of the team – i.e. which abilities are well or under-represented, the impacts this has and the best way to manage them. The second workshop focuses on the prerequisites for the team’s work, e.g. goals, process, structure and support.

On both these occasions, one or more AIMS professionals act as facilitators for a discussion aimed at creating an understanding of the current situation and consequences, as well as for making decisions about measures to improve the situation.

These two workshops are complemented by follow-up meetings as needed.

Performance Management can be defined as a process that continually identifies, evaluates and develops the performance of individuals in a business. This is done by linking every individual’s results and goals to their company’s overall tasks and goals.

Our Performance Management programme achieves clear results. The process focuses on both the long-term development plans for the organisation and on the expectations on every role involved. We define your requirements for the specific role in question: which knowledge, experience and behavioural skills are required in order to meet and exceed the business goals. Then we delve into the individual’s capabilities and potential by using evaluations and structured interviews to identify strengths and development areas for the individuals. The results are presented to both the client and the key persons.

Succession planning is a key component of leadership and human resources planning. It involves an integrated, systematic strategy for identifying, developing and retaining skilled and talented leaders and employees in alignment with future business goals.

In our succession planning process, we support our clients through long-term plans and by identifying the positions that are especially critical when it comes to achieve current and future business goals. We then identify which key persons are interested in and has the potential to fill these positions and where the client needs to plan for external recruitments.

Career transition program for executives is part of the performance management paid by the employer, this to assist the executive with his reorientation.

AIMS International Luxembourg team consists of a certified assessor, experienced coach, and an executive search consultant, and this support is available for a period of two years.

Organisational and Business Development

Sometimes companies face organisational change. This can be limited in order to address a specific issue or wider and with many implications, like in the case of a merger, an acquisition or an expansion into a new territory or market.

As a global group of hundreds of senior consultants, we have gathered experience in virtually every industry and every market in the world. In the course of the assignments we have executed for our clients, we have also been confronted with every possible organisational model and every function/role a company can have.

Finally, we have access to senior executives and experts worldwide. We are therefore in a good position, not only to find, assess and develop executives and teams, but also organisations and markets, gather information, propose new models and solutions and populate them with the right people.

Merger & Acquisitions HR support

Due Diligence assessment of the target organizational leadership & support structure. Assist with Interim Management (eg. appointing a neutral CEO, CFO, CHRO) during the transition period, followed by executive direct search of key critical positions, culture change and post merger integration.

Local offices

AIMS International - Luxembourg
22, rue de l'Industrie, 8399 Windhof, Luxembourg

[email protected]
+352 26 26 22 22