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Wrong Nicola Brazil?

Nicola M. Brazil

Global Leader - Assessment Services

Spencer Stuart

HQ Phone:  (312) 822-0088

Direct Phone: +61 * **** ****direct phone

Email: n***@***.com

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I agree to the Terms of Service and Privacy Policy. I understand that I will receive a subscription to ZoomInfo Community Edition at no charge in exchange for downloading and installing the ZoomInfo Contact Contributor utility which, among other features, involves sharing my business contacts as well as headers and signature blocks from emails that I receive.

Spencer Stuart

353 North Clark Street, Suite 2400

Chicago, Illinois,60654

United States

Company Description

Founded in 1956 and privately owned, Spencer Stuart is one of the world's leading executive search consulting firms. Through our portfolio of services, Spencer Stuart works with a range of clients to identify, assess and recruit senior executives and board dir... more.

Find other employees at this company (2,627)

Background Information

Employment History

National Consulting Manager

SAI Global Limited


Chief Learning Officer

PricewaterhouseCoopers LLP


Management Consulting Position

Andersen Consulting


Web References(19 Total References)


www.business.unimelb.edu.au

Industry Discussant: Ms Nicola Brazil, Asia Pacific Leader, Executive Assessment Services, Spencer Stuart
Ms Nicola Brazil Nicola Brazil is the Asia Pacific Leader of Executive Assessment Services at Spencer Stuart, one of the world's leading HR firms in executive search. Nicola specialises in identifying and developing senior-level talent throughout the Asia Pacific region. Using her expertise in assessment methodologies, Nicola evaluates individuals, teams and organisations across all industry sectors to ensure that clients have the right people in the right roles to achieve their strategic goals. Prior to joining Spencer Stuart, Nicola was the chief learning officer for PwC Australia, where she set and drove the learning and talent development strategy. Before that, Nicola held senior-level management positions in leadership assessment and consulting with two international human capital consulting firms. She started her career as an organisational psychologist in the Australian government before moving into management consulting with Andersen Consulting.


www.management.com.au

Nicola Brazil is Head of Development at PricewaterhouseCoopers and believes that the performance, feedback and development processes are all intertwined.
"Performance reviews and goal setting should be part of a year-round co-creation process, rather than just an activity carried out at a single point in time," she says. "It's definitely a living process throughout the year between the manager or coach and the individual. "The single biggest issue that managers need to remember for successful appraisals is that there should never be any surprises. Things go wrong during an appraisal when issues are raised that totally blindside an unsuspecting employee." Brazil says that the appraisal session should always be a two-way process.


svc031.wic011v.server-web.com

Nicola Brazil is Head of Development at PricewaterhouseCoopers and believes that the performance, feedback and development processes are all intertwined.
"Performance reviews and goal setting should be part of a year-round co-creation process, rather than just an activity carried out at a single point in time," she says. "It's definitely a living process throughout the year between the manager or coach and the individual. "The single biggest issue that managers need to remember for successful appraisals is that there should never be any surprises. Things go wrong during an appraisal when issues are raised that totally blindside an unsuspecting employee." Brazil says that the appraisal session should always be a two-way process.


www.aim.com.au

Nicola Brazil is Head of Development at PricewaterhouseCoopers and believes that the performance, feedback and development processes are all intertwined.
"Performance reviews and goal setting should be part of a year-round co-creation process, rather than just an activity carried out at a single point in time," she says. "It's definitely a living process throughout the year between the manager or coach and the individual. "The single biggest issue that managers need to remember for successful appraisals is that there should never be any surprises. Things go wrong during an appraisal when issues are raised that totally blindside an unsuspecting employee." Brazil says that the appraisal session should always be a two-way process.


aim.com.au

Nicola Brazil is Head of Development at PricewaterhouseCoopers and believes that the performance, feedback and development processes are all intertwined.
"Performance reviews and goal setting should be part of a year-round co-creation process, rather than just an activity carried out at a single point in time," she says. "It's definitely a living process throughout the year between the manager or coach and the individual. "The single biggest issue that managers need to remember for successful appraisals is that there should never be any surprises. Things go wrong during an appraisal when issues are raised that totally blindside an unsuspecting employee." Brazil says that the appraisal session should always be a two-way process.


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