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Privacy Policy

 

1.0 OVERVIEW
The Paradoxes Project has created this Privacy Policy in order to demonstrate our commitment to privacy. The following discloses our information gathering and dissemination practices for the Website: https://paradoxesproject.com/. By accessing, using, and/or downloading materials from this websites, you agree on your own behalf and on behalf of each entity on whose behalf you act, to the terms of this Privacy Policy and to the practices for the collection and use of your personal information as described below.

2.0 PERSONAL USER INFORMATION GATHERED BY The Paradoxes Project
The Paradoxes Project does not collect information that personally identifies individuals except when individuals provide such specific information on a voluntary basis. Any personal information that you do provide is protected under the Personal Information Protection and Electronic Documents Act of Canada (“PIPEDA”). This ensures that at the point of collection, you will be informed that your personal information is being collected, and that you have a right of access to that information. Under no circumstances do we collect any personal data revealing racial or ethnic origin, political opinions, religious or philosophical beliefs, health, or sex life.

If you are simply browsing the The Paradoxes Project website, no personal information is collected about you. You may be offered the opportunity to have a The Paradoxes Project representative contact you directly to provide additional information about our services or products. To do so, we will require additional information such as name, telephone number, and email address.

3.0 AGGREGATION OF USER DATA
The Paradoxes Project reserves the right to perform statistical analyses of user behavior and characteristics in order to measure interest in, and use of, the various sections of its sites so as to improve design and navigation and to gather marketing information. Only aggregated data from these analyses, not individual data, will be used for this purpose. Examples of such aggregated information include how many people visited the website, which pages people visit, and which browsers people use.

4.0 COOKIES
Cookies are small text files that identify an individual computer’s browser entering a website. They allow the site to track that browser’s movement through the site over several sessions. The Paradoxes Project may use cookies to track how our visitors use the website. Whenever we enable cookies to facilitate your usability of this website, no personal information will be collected.

5.0 RECEIVING NOTIFICATIONS AND OPTING-OUT OF FUTURE NOTIFICATIONS
From time to time, we notify registered members of the The Paradoxes Project website of new products, announcements, and other updates. If you would like to opt-out, or stop receiving such updates, please use the unsubscribe link provided in the emails or contact us at the address given at the end of this Privacy Statement.

6.0 PUBLIC COMMENTS
This site may contain public forums and/or user commenting which is available to its users. Please remember that any information that is disclosed in these areas becomes public information and you should exercise caution when deciding to disclose your personal information.

7.0 CHILDREN’S GUIDELINES
The website of The Paradoxes Project is not marketed or directed towards children. Nevertheless, it is possible for children to publicly post or distribute personally identifiable contact information without prior parental consent within contact forms, etc. No communication, however, will be sent to anyone or information collected from anyone who indicates that they are younger than 16 years old without their parents’ permission.

8.0 SECURITY
The Paradoxes Project considers the protection of all personally identifiable information that we receive from our website customers to be critical to our success. This site has reasonable security measures in place to protect against the loss, misuse and interception by third parties. The Paradoxes Project assumes no liability for interception, alteration or misuse of information transmitted over the Internet to or from this site.

9.0 DISCLOSURE OF USER IDENTITY
We do not disclose the identities of our users unless we are legally required to do so.

10. USER QUESTIONS & SUGGESTIONS
Occasionally you may have questions, comments, or suggestions about various aspects of our website, particularly as they pertain to privacy. We welcome such communications (refer to the Contact section below). Any information provided will be used solely for the purpose of responding to you or improving our website.

11. CHANGES TO THIS PRIVACY STATEMENT
The Paradoxes Project may edit this policy from time to time.

12. CONTACT
Please contact us with any inquiries about our privacy policy: [email protected]

Supporting Leadership Transitions

Sometimes it’s about unblocking a career path by coaxing new perspectives from within. Sometimes the focus is on renewing your sense of purpose. Other times it’s because an important life event led you to confront a professional pivot. Whatever the source may be, my work supporting leaders making a transition is focused on helping them design their best landings

  • For External Career Transitions I rely on my years as a partner at Egon Zehnder, one of the world’s most important executive search firms, to counsel executives on what matters from the point of view of the "other side of the table". There are many layered facets to this process and the executive’s readiness and seniority determines the length of commitment required.
  • For Internal Transitions I adapt best-in-class lessons from established thought leaders such as Michael Watkins (The First 90 Days) and Herminia Ibarra (Working Identity). This is a four month Programme that includes facilitating team meetings.

“Partnering with an experienced leadership advisor during internal transitions absolutely accelerated the impact of our senior leaders in their new roles”

– Susan Kelliher, Global CHRO

Succession Planning + Executing Succession

Perhaps the most consequential decision that CEO’s and Boards grapple with is selecting the future leader’s from inside of an organization. This process not only gets you to the Who, but it also shows you the How to execute a succession based on a decade of experience leading complex successions at global enterprises

  • This process can be applied to functional team, a country organization, a business team, or to the C-Suite of an Enterprise.
  • It can also be designed as a Leadership Development Program capable of being rolled out across teams of 15-50 leaders, over a couple of years.
  • A Succession Process is often coordinated in partnership with the HR team, and its output integrated into the existing annual talent cycle.
  • For CEO Succession the process has several unique aspects to ensure Board Alignment, meet market scrutiny, and integrate regulatory Risk Management requirements.

“I cannot imagine engaging in a CEO Succession without using a structured and independent process like this one”

– Nominating Committee Chair, Publicly Listed Company

Leadership Assessment / Development

Relying on world-class and publicly documented methodologies that combine quantitative and qualitative approaches, Leadership Assessments are the proven method to build an accurate and fact based photo of an individual leader.  It’s also the most useful tool to measure the aggregate capacity of a team if applied to a group during succession planning or in an M&A situation.

  • In-depth half-day behavioural based interview process that assesses one's leadership competencies, benchmarks their career arc, uncovers the keys to motivation, and highlights key priorities for Personal Development
  • Supported with a 360 degree interview with supervisors, peers and direct reports helps build a broader holistic view of the whole person
  • Provides an outline of Individual Potential indicating the attributes in their DNA that are the key to unlocking Potential
  • Book-ended with a Psychometric Assessment helps the individual understand their natural default behaviors
  • Produces an 8-10 page report with examples and quantitative data to be able to track progress
  • Includes a critical in-person feedback session 2-4 weeks after the Assessment is completed
  • It’s possible to supplement a Leadership Assessment with a structured 1-2 year Individual Development Plan

“These Leadership Assessments were a cathartic experience.  They awakened each Partners’ awareness of where they stood individually, and provided a collective view of the Firm’s leadership capacity”

Pedro Rebelo de Sousa, Founder and Managing Partner, SRS Legal