PARTNERSHIP CORNER

I’ve spent my career at the intersection of tech, M&A, and funding. And if there's one thing I’ve learned from watching companies go from good to great—or from great to gone—it’s that nothing is built alone. It all comes down to partnership.

In the staffing industry today, we talk a lot about client partnerships and vendor partnerships. But the most important, and often most overlooked, partnership is the one happening inside our own organizations: the partnership between legacy leaders and the next generation. We're caught in a tug-of-war between the wisdom of what we've built and the fire of what's to come. And in that conflict, we're leaving so much value—so much money—on the table.

This is more than just a feel-good topic. It's a strategic imperative. That’s why I’m so fired up about our upcoming session at ASA Staffing World 2025, “Leading the Future of Staffing: Balancing Innovation, Growth, and Legacy.” This isn't just a talk; it's a guide to building a partnership for success.

Innovation isn’t a Buzzword; It’s a Collaborative Effort

We've all heard the word "innovation" so much it’s almost lost its meaning. But in staffing, it’s the difference between staying relevant and becoming a footnote. Next-gen leaders are rethinking everything—from how we find talent to how we engage clients. They're looking at AI-powered matching and automated onboarding. These aren’t just cool ideas; they're direct paths to increased revenue and a stronger bottom line, but they require a partnership to truly succeed.

A great partnership isn't about one side having all the answers. It’s about trust. It's the seasoned leader trusting the next-gen professional to test and iterate, and the next-gen professional trusting the legacy leader to provide the resources and guardrails needed to navigate potential risks. This is about building a true collaboration, one where new ideas are not seen as a threat, but as an opportunity for us all to grow.

Pacing Isn't a Limitation; It's a Mutual Investment

Every ambitious young leader wants to move fast. They want to get promoted, get more responsibility, and change the world yesterday. I get it. I've been there. But as a leader, you also know that promoting someone too quickly or giving them too much too soon can set them up to fail.

This is where the concept of a true partnership truly shines. Pacing isn't about holding someone back. It's a mutual investment. It’s the legacy leader investing in the long-term success of their next-gen counterpart, and the next-gen leader showing they're committed to the journey, not just the destination. It’s a conversation that says, "I see your potential, and together, we're going to build a plan that sets us both up to win for the next 20 years, not just the next 20 months."

The Ultimate Partnership: Letting Go to Gain More

For legacy owners and leaders, this all comes back to a single, thorny issue: control. You've built this business, you’ve made the hard decisions, and it's a part of you. But true leadership isn't just about holding the reins; it's about knowing when to strategically let them go and form a new kind of partnership.

We see this playing out in the industry right now, as firms like Integrum Resources and Paladino HCM form strategic partnerships and mergers. They are blending two cultures, two legacies, and two leadership teams. This session isn’t just for the leaders of a single firm; it's for anyone navigating the complexities of collaboration. It’s about learning how to empower the next generation in a way that builds on—not erodes—the core culture and reputation you've worked so hard to build. It's about securing a succession plan that is built on a foundation of trust and mutual respect.

The potential is there. Let's stop leaving money on the table and start building the partnerships that will unlock it.