BUSINESS NEWSLETTER - HUMAN CAPITAL - March 21, 2023

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INSIDE THIS ISSUE

Elevateyourleadershippotential. Discoverthepowerofcommitment toreflectself-respect.

EmpoweryourHumanCapital: unravelthevitaldistinctionbetween empathy&compassion.

Cutting-edgeinsightsintonurturing resilienceandcommitment.

Unlockyourfullpotentialwhile cultivatinganunshakeablemindset. Anyonecanholdthehelmwhenthe seaiscalm.

EmotionalIntelligenceiscrucialat C-level.

UncovertheSecretstoBoardroom Success.

It'saSmallWorldforCEOsS&P500

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Meet three exceptional leaders, Leonardo Freitas, Danilo Dias, and Ana Paula Montanha, who collectively bring a wealth of experience and expertise to the table, ensuring that our Executive Search and Recruitment efforts stand out from the competition With Leonardo's in-depth understanding of market trends and organizational needs, Danilo's proven track record as a seasoned executive and entrepreneur, and Ana Paula's extensive human resources and talent management background, our team is uniquely equipped to identify andattracttop-tiertalentforyourorganization.Byleveragingtheirdiverseskill sets and industry knowledge, we are committed to delivering unparalleled recruitmentsolutionsthatalignwithyourstrategicgoalsanddrivelong-term success CheckoutourOpenPositionsandjoinafantasticteam

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ELEVATE YOUR LEADERSHIP POTENTIAL: UNCOVER THE MOST SOUGHTAFTER SKILLS FOR TODAY'S VISIONARY LEADERS

Compassionate leaders can also establish a culture of trust and respect within their organizations. They lead by example, treating their employees with kindness, fairness, and dignity They encourage open communication and collaboration, creating a safe space for employees to share their ideas and opinions without fearing judgment or retribution

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All positions are U S -based positions work authorization is required.

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In the current fast-paced business environment, achieving consistent results is a prerequisite for companies that aim to stay ahead of the competition. Successful leadership entails much more than meeting deadlines and targets The most effective leaders inspire and motivate their teams to perform at their best while showing compassion and empathy toward their employees.

Having compassionate leaders at the top of an organization is particularly crucial in the US, where talent is scarce, and companies compete to attract and retain the best professionals; case in point, all professional services, technology, and energy industries, to name a few

Compassionate leaders can foster strong employee relationships, build a positive work environment that stimulates creativity and collaboration, and attract new top talent.

Compassionate leaders recognize that their employees are not just machines but human beings with unique needs, aspirations, and challenges. They take the time to listen to their employees, understand their concerns, and provide guidance and support when necessary They also understand the significance of work-life balance and encourage employees to take time off when required to recharge and rejuvenate

Research has revealed that compassionate leadership significantly impacts employee engagement, productivity, and overall job satisfaction According to a study by the University of Michigan, leaders who showed empathy and compassion towards their employees had more engaged, productive, and loyal teams than those who did not

Compassionate leadership also positively affects the bottom line A study by the Harvard Business Review found that companies with high levels of employee engagement were 22% more profitable than those with low levels of engagement Engaged employees are more committed to their work, more likely to exceed expectations, and less likely to quit.

Here are some tips on becoming a more compassionate leader:

Listen actively: Leaders must take the time to listen to employees' concerns and ideas Actively engage in conversations to show that the leader values their input

Lead by example: model the behavior the organization wants to see in employees Treat employees and peers with kindness, fairness, and respect.

Provide support and be there for employees when they need guidance or help Offer resources such as counseling services or flexible work arrangements if necessary

Encourage work-life balance: recognize the importance of work-life balance and encourage employees to

take time off when required to recharge and rejuvenate

Foster open communication: create a safe space for employees to share their ideas and opinions without fear of judgment or retribution Encourage open communication and collaboration within the team

Recognize the hard work: Recognizing and rewarding employees who consistently demonstrate high-quality work and contribute to the organization's success is crucial

Every leader must uphold the importance of delivering consistent and measurable results.

Implementing compassionate leadership in the workplace can be a game-changer for an organization, and it can help attract and retain top talent, increase employee engagement, and create a positive work environment

Here is a plan that outlines how to implement compassionate leadership in the workplace:

Assess the current state of leadership: Before implementing any changes, it is essential to assess the organization's current state of leadership Conduct surveys or focus groups to understand what employees think about their managers' leadership styles. Understand that promoting individuals solely based on their ability to praise and applaud others rather than their ability to deliver superior value, for example, has an enormous impact on morale

Train leaders on compassionate leadership: Once chiefs understand where the organization stands, provide training sessions for leaders on compassionate leadership Help them understand the importance of empathy and how to show it to their employees.

Lead by example: Leaders should model the behavior they want to see from their employees. Encourage leaders to treat their employees with

kindness, fairness, and respect

Monitor progress: Regularly assess how well the leadership style is being implemented.

Compassionate leadership helps create a positive work environment where employees feel valued, supported, and motivated to perform at their best. It fosters a culture of trust, open communication, and collaboration Employees are more likely to be engaged when they feel their leaders care about them.

At the same time, meritocratic leadership focuses on recognizing and rewarding employees based on their skills and performance rather than politics or their ability to praise and applaud others This type of leadership promotes fairness and equality within the organization, leading to higher employee engagement, retention rates, and overall job satisfaction.

Combining both compassionate and meritocratic leadership can help organizations attract top talent while creating a positive work environment that fosters creativity, innovation, and collaboration It also ensures that employees are recognized for their hard work based on objective criteria rather than subjective factors.

Compassionate and meritocratic leadership are essential for staying ahead of the competition in today's fastpaced business world. Combining these two approaches into the organization's culture can improve overall performance outcomes, ultimately leading to tremendous success.

Identify your goals: Set specific, measurable, achievable, relevant, and time-bound (SMART) goals can help you stay focused and committed. Break your goals into smaller tasks: Breaking them down into smaller, manageable tasks can make them less daunting and easier to accomplish It can also help you track your progress and stay motivated

Create a plan: Developing a plan of action can help you prioritize tasks and allocate time and resources more effectively It can also help you anticipate and prepare for potential challenges Hold yourself accountable: Responsibility for your actions and progress can help you stay committed to your goals. Consider tracking your progress, reflecting on your achievements, and celebrating your successes. Surround yourself with supportive people: Building relationships with people who support and encourage your goals can help you stay motivated and committed Seek mentors, peers, or family members who can offer guidance, advice, and motivation when needed

Committed people have priorities, and they stick to those priorities They develop a routine that allows them to slowly and steadily work toward their goals They're loyal because they are determined to succeed

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Empower Your Human Capital: Unravel the Vital Distinction Between Empathy & Compassion

Empathy and compassion are essential qualities for effective leadership but have different meanings and implications

Empathy is the ability to understand and share the feelings of others Empathetic leaders are skilled at listening to and connecting with their employees on an emotional level, and they can put themselves in their employees' shoes and understand their perspectives and needs Compassion, on the other hand, goes beyond empathy

Compassion is the willingness to act on one's empathy and to alleviate the suffering of others Compassionate leaders understand their employees' feelings and take steps to support and help them They are motivated to make a positive impact and help their employees reach their full potential

While empathy is a crucial first step for effective leadership, compassion takes it to the next level Empathy helps leaders understand their employees' needs, but compassion drives them to take action to address those needs

Compassionate leaders proactively identify and address issues and find solutions to help their employees succeed.

CUTTING-EDGE INSIGHTS INTO NURTURING RESILIENCE AND COMMITMENT, PROPELLING YOU TO EXCEL IN YOUR PROFESSIONAL JOURNEY.

Commitment is especially critical in the pursuit of long-term goals Achieving success requires a steadfast commitment to your goals

Working in an organization that allows employees to shine is essential, but it is crucial to let yourself shine and celebrate and recognize your talents, skills, and abilities. We all have unique strengths, and being given a chance to showcase them is essential for building confidence and achieving success

Resilience, commitment, and the opportunity to shine: these three concepts are at the heart of achieving success in any aspect of life.

Whether pursuing a career, raising a family, or striving to positively impact the world, cultivating resilience, committing to your goals, and seizing opportunities to showcase your abilities are critical to success

Resilience is the ability to bounce back from adversity to keep going even when things get tough Resilient people don't let setbacks define them Instead, they view challenges as opportunities to learn and grow

Resilience enables you to persevere in adversity and maintain a positive attitude, even when unplanned The importance of resilience is evident in many areas of life. For instance, in the workplace, resilience is critical to navigating the ups and downs of a fastpaced, competitive environment In a personal context, resilience can help you weather difficult times and become stronger on the other side Commitment is another essential ingredient for success

Commitment means dedicating yourself to achieving your goals, no matter how challenging or daunting they may seem It requires discipline, focus, and a willingness to put in the necessary time and effort to succeed.

Opportunities to shine can take many forms, from landing a high-profile project at work to being recognized for your contributions to your community

Seizing these opportunities requires a willingness to step outside of your comfort zone and take risks

Resilience, commitment, and giving yourself and your team a chance to shine are critical ingredients for success in any area of life

These traits help us overcome obstacles, learn from failure, and persist in pursuing our goals Whether striving to build a successful career, positively impact your community, or live your best life, cultivating resilience, commitment, and a willingness to seize opportunities to shine can help you achieve your dreams

Uncover ten transformative strategies that empower you to conquer adversity, adapt to change, and thrive in today's demanding world

Practice mindfulness: Mindfulness is a technique that helps you focus on the present moment and be more aware of your thoughts and emotions It can help you become more resilient by allowing you to understand your reactions to difficult situations better and respond to them more effectively

Develop a growth mindset: A growth mindset means seeing challenges as opportunities to learn and grow rather than threats or obstacles

Approach difficulties with a positive attitude and a willingness to learn

Build a robust support system: A strong support system of family, friends, or mentors can help you through tricky times and provide encouragement and guidance when needed

Set goals and take action: Setting and taking action towards them can help you build resilience by giving you a sense of purpose and direction It can also help you develop problemsolving skills and the ability to adapt to change

Practice self-care: Taking care of your physical, mental, and emotional well-being can help you build resilience by giving you the energy and strength to deal with challenges This can include getting enough sleep, eating a healthy diet, and exercising regularly

Learn from failure: Failure is a natural part of life; learning from it can help you become more resilient Approach failures with curiosity and a willingness to learn

Develop coping strategies: Coping strategies can help you deal with difficult emotions and situations This might include talking to a trusted friend or family member, journaling, or practicing relaxation techniques.

Practicing gratitude can help you maintain a positive outlook and appreciate the good things in life, even during challenging times

Cultivate a sense of purpose: Having a sense of purpose can help you stay motivated and focused during difficult times This might involve volunteering, pursuing a hobby or passion, or finding a cause you are passionate about

Seek help when needed: Finally, it's important to recognize when you need help and to seek it out when necessary. This might involve talking to a trusted adult, seeking therapy or counseling, or contacting a support group

Be prepared to demonstrate your resilience to potential employers during job interviews

Here are some common interview questions that can help test your resilience:

Tell me about a time when you faced a challenging situation How did you handle it, and what did you learn from it?

Can you describe a time when you failed to meet a goal or deadline? How did you react, and what did you do to recover from it? How do you handle setbacks and failures? Can you provide an example of a time when you faced a setback, and how you overcame it?

How do you cope with stress and pressure in the workplace? Can you describe a time when you faced a high-pressure situation, and how you managed to stay calm and focused?

How do you adapt to change and uncertainty? Can you provide an example of a time when you faced a situation that required you to be flexible and adapt quickly?

Tell me about a time when you had to deal with a difficult or challenging person How did you handle the situation, and what did you learn from it?

Can you describe a time when you had to work with a team that faced significant obstacles or challenges? How did you contribute to the team's success, and what role did you play in overcoming these situations?

These questions are designed to assess the ability to handle difficult situations, cope with stress, adapt to change, and maintain a positive attitude in the face of adversity

Anyone can hold the helm when the sea is calm.

PUBLILIUS SYRUS

This quote is attributed to Publilius Syrus, a Syrian-born Latin writer from the 1st century BC

It is often used to describe the idea that it is easy to be a leader when things are going well or when there are no challenges When everything goes smoothly, anyone can take control and steer the ship in the right direction

However, the actual test of leadership comes when the sea is not calm. Authentic leadership is required when there are challenges, difficulties, and obstacles to overcome In rough seas, the ship needs a skilled captain who can navigate through storms, overcome obstacles, and make the right decisions to keep everyone safe. This is where the true value of a leader is demonstrated

This quote is a reminder that while it may be easy to lead when things are going well, real leaders shines during difficult times

The ability to lead through adversity and steer the ship to safety sets great leaders apart

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Leonardo Freitas is a seasoned entrepreneur with 28 years of experience in international trade, government relations, and business development He currently serves as CEO, Chairman, and Co-Founder of Hayman-Woodward Human Capital, specializing in executive search, talent management, and leadership development

With a proven track record of success in senior business development roles at distinguished companies such as Philips Electronics, Tandberg, AT&T, and Cisco Systems, and his role in several government agencies, Leonardo has demonstrated his expertise in navigating complex regulatory and commercial environments He founded TradeSmart in 1996, which later evolved into the HaymanWoodward Group, showcasing his entrepreneurial vision and business acumen

Leonardo possesses exceptional skills in interpreting nonverbal cues, such as body language, facial micro-expressions, and deceptive behavior, making his insights invaluable to organizations operating in complex environments

Passionate about driving growth in emerging markets, particularly in Latin America, Asia, and the UAE, Leonardo has achieved remarkable success in government and private sector contracts, earning him a reputation as a trusted advisor for global expansion.

Overall, Leonardo is a highly experienced and visionary entrepreneur, equipped to guide organizations and executive professionals through complex regulatory and commercial environments

EMOTIONAL INTELLIGENCE IS CRUCIAL AT C-LEVEL

Emotional intelligence (EI) is crucial at C-level positions because of the significant impact that these positions have on organizations and their stakeholders. C-level executives lead their organizations through complex challenges, make strategic decisions, manage employees, and interact with shareholders and customers.

To be successful in these roles, C-level executives must have a high degree of emotional intelligence. Here are some reasons why emotional intelligence is crucial in C-level positions:

Improved Communication: C-level executives with high emotional intelligence can better communicate effectively with their team, shareholders, and customers They can effectively communicate complex ideas, listen to others, and provide feedback constructively and productively Stronger Leadership: C-level executives with high emotional intelligence can inspire and motivate their team toward a shared vision They understand the importance of building trust and respect and can create a positive and supportive work environment. Effective Decision-Making: They can make informed and effective decisions under pressure and balance data-driven analysis with empathy and intuition, which allows them to make strategic decisions that are in the organization's best interest Increased Resilience: These executives are better prepared to manage stress and cope with difficult situations They remain calm and focused during challenging times, a sign of resilience.

EI is crucial in C-level positions because it allows leaders to connect with others, inspire and motivate their team, make informed and effective decisions, and manage stress and difficult situations

These are essential for success in leadership roles and significantly impact an organization's success.

EMOTIONAL INTELLIGENCE

UnderstandingtheFiveDomains

Emotional Intelligence (EI) involves the ability to monitor and manage one's own and others' emotions It connects knowledge processes to emotional processes and involves a set of skills that can be categorizedintofivedomains

SELF-AWARENESS MANAGING EMOTIONS

Theabilitytorecognizeandobserve one'sownfeelingsandemotions.

Theabilitytohandleemotionsina waythatisappropriateandtofind waystomanagefears,anxieties, anger,andsadness.

MOTIVATING ONESELF

Theabilitytochannelemotions towardsagoal,exhibitemotional self-control,anddelaygratification

EMPATHY HANDLING RELATIONSHIPS

Theabilitytotakeothers' perspectivesandappreciatethe differencesinhowpeoplefeelabout things.

Theabilitytomanageemotionsin others,exhibitsocialcompetence,and demonstratesocialskills.

Emotional intelligence (EI) is a type of social competence involving the ability to monitor one's and others' emotions, discriminate among them, and use the information to guide one's thinking and actions.

EI involves a set of skills or abilities that may be categorized into five domains: Selfawareness, Managing emotions, Motivating oneself, Empathy, and Handling relationships.

All strategic decisions are made, risk overseen, and governance is applied in the boardroom The boardrooms of many organizations are currently abuzz with discussions around various topics impacting businesses across the globe

One of the critical topics on the agenda is strategies for growth and disruption. With the rapidly changing economic landscape and ever-increasing competition, businesses are exploring innovative ways to drive growth and stay ahead of the curve. Leaders are brainstorming ideas on developing new products, entering new markets, and leveraging technology to drive transformation and growth

Another topic garnering attention in boardrooms is the fiscal impact of high inflation The rising costs of goods and services have led to inflation, which can negatively impact businesses, individuals, and the economy Boards are discussing ways to manage the impact of inflation, including pricing and cost management strategies, and exploring alternative funding sources to maintain liquidity and cash flow

The risk of failure of US banks is also a cause for concern in boardrooms, and such failure's potential effects on financial institutions are closely monitored Boards are discussing strategies for mitigating this risk and protecting their organizations from any negative impact.

Apart from these economic considerations, boardrooms are also

taking note of the effects of geopolitical unrest, including increasing US-China and China-Taiwan tensions, The Russian invasion of Ukraine and China's continuing apparent support of Russia, the Chinese Communist Party's continuing crackdown on Chinese technology billionaires and their companies within China, to name a few To the outside world, China remains too big to ignore

There is also increasing concern about cyber threats and organizations' business, financial, and operational exposures In that sense, cybersecurity and data privacy have escalated as long-term priorities.

Disruptive events like political instability, trade tensions, and climaterelated disasters can have far-reaching business implications. Leaders explore ways to anticipate and mitigate the impact of such eventsApproaches include diversification, innovation, and strategic partnerships, to stay competitive and drive growth in uncertain times

Also, new and proposed US Securities and Exchange Commission (SEC) rules related to climate change, cybersecurity, and human capital are prompting further detailed disclosure of material risks and related oversight mechanisms. There are still concerns around productivity and sustainability, and boards are discussing ways to drive productivity

Danilo Dias is a seasoned executive and entrepreneur with a proven track record of success He serves as the Chief Revenue Officer (CRO) and Board Member at HaymanWoodward, where he previously served as Chief Operating Officer

In addition to his role at HaymanWoodward, Danilo is also a Board Member of the Brazil National Infrastructure and Logistic Efficiency Coalition. This membership enables him to contribute his expertise and insights toward improving infrastructure and logistics within the country.

Throughout his career, Danilo has demonstrated exceptional leadership and strategic thinking in various industries, including airports and transportation, security, telecommunications, and oil & gas Danilo held C-level Latin America positions in multiple companies, including SITA, Smiths Detection, and Vision Box

His impressive academic background further evidences Danilo's commitment to excellence and innovation As a Sloan Fellow from the Massachusetts Institute of Technology (MIT), he focused on strategy and innovation, honing his skills in these areas He also holds a bachelor's in Electrical Engineering and postgraduate studies in finance, marketing, administration, and IT from esteemed institutions UFF, COPPEAD, FGV, IBMEC, and PUC Danilo completed the Executive Education Program in Strategy and Mergers & Acquisitions at the Stephen M Ross School of Business at the University of Michigan.

Danilo Dias is the CRO and Board Member at Hayman-Woodward Group, and Board Member at Brazil National Infrastructure and Logistic Efficiency Coalition

UNCOVER THE SECRETS TO BOARDROOM SUCCESS: CONQUER LEADERSHIP CHALLENGES WITH EXPERTISE IN HUMAN CAPITAL.

The company provides executive search, recruitment, and staffing services to organizations of various sizes and requirements and also offers plans to assist experienced professionals in establishing an international career and boosting the US economy

In early 2022, Ana Paula Montanha launched Human Capital Career Trends, a magazine that inspires highskilled professionals to discuss employment opportunities in industries considered national importance The magazine has reached over 17 million unique readers, making it a trustworthy resource for executives, HR communities, and job seekers.

She is a multi-awarded executive recognized by the Michigan Alumni Club for contributing to the 40 industry revolution.

As a native Portuguese speaker, she is fluent in English and Spanish and understands German and Italian

What makes her unique is the way she approaches work with clients Ana Paula sees them as people first, members of our communities, valued clients who deserve the best in commitment, top performance, confidence, and loyalty as trusted partners

IT'S A SMALL WORLD FOR CEOS AT S&P 500 COMPANIES

The study named The Market for CEOs: Evidence from Private Equity by Paul A. Gompers, Steven N Kaplan, and Vladimir Mukharlyamov investigated how private equity firms selected and compensated CEOs for portfolio companies.

The key findings of the research are as follows:

1. Private equity-funded companies hire external CEOs more frequently than public companies, indicating that private equity firms prioritize prior experience and success in their selection process Over 75 percent of new CEOs hired to run privateequity-funded companies were external hires

2 Firm-specific knowledge appears less important for private equity-backed companies, as they are more likely to hire complete outsiders as CEOs This contrasts with public companies, which prioritize internal promotions and individuals with prior experience in the firm. Only 28 percent of new CEOs at S&P 500 companies were external hires

3 Private equity firms place a higher value on CEOs with experience in leading successful companies, especially those with private equity buyout experience As a result, these firms offer competitive compensation packages to attract and retain top talent.

4 Private equity firms are more proactive in replacing underperforming CEOs, demonstrating a focus on company performance and a willingness to make changes if necessary

5 These results were strikingly different from studies of public companies, mainly, Cziraki and Jenter (2022), who found that: 72% of new CEOs in S&P 500 companies were internal promotions The most recent experience of 67% of the outside CEOs was at a public company, with almost 50% of external hires having previous experience at an S&P 500 firm

These findings have several implications for both private equity firms and the broader market for CEOs:

1 The active market for CEOs suggests a pool of experienced talent available for private equity-backed companies and public firms This highlights the importance of effective talent management and strategic recruitment processes for firms seeking to hire toptier executives.

2 The study underscores the different priorities of private equity firms and public companies when selecting CEOs. While private equity-backed firms value industry experience and prior success, public companies place greater emphasis on firm-specific knowledge and internal promotions. Understanding these differences can help companies tailor their recruitment strategies and better identify suitable candidates

3. The willingness of private equity firms to replace underperforming CEOs may have implications for corporate governance and company performance By closely monitoring CEO performance and taking decisive action, private equity firms can potentially drive better results for their portfolio companies

4 The competitive compensation packages offered by private equity firms can serve as a benchmark for public companies looking to attract and retain top executive talent By aligning CEO incentives with company performance, private equity-backed and public firms can foster a performance-driven culture and enhance long-term success

The research sheds light on the differences between private equityfunded companies and public companies in terms of CEO selection and compensation, and it also shows that it is a small world for those willing to become CEOs of S&P 500 companies. The internal promotions happened on average after more than 10 years at the organization

Ana Paula Montanha is Cofounder and Managing Partner of Hayman-Woodward Human Capital Services, located in Washington, DC