“It is lonely at the top” is a common saying between CEOs and business owners.
In many cases, you are the head of the organization and you do not have any peer inside the company with whom to talk. Ironically, once you are in that role, you have things to talk about more than ever – vision, strategy, what you want to do next with the business, personnel issues, major challenges, And the list goes on and on.
There is no question, this issue has never been more prevalent.
At IE Consulting LLC, we have recently seen a very large increase in requests for business advisors. I quite often asked why I think this is happening.
My answer, “As the leaders of a company, we are more alone than ever, we do not have all the answers, sometimes feeling like we don’t have visibility into what the future holds, and just need someone to talk to us, be on top for a while and bring their point of view and vision. ”
The next question I get is, “What kind of consultants are CEOs looking for?” My response varies depending on the situation, but below are some examples to help answer that question.
A mid-to-large-sized company with a business growth in an industry or business sector is not familiar or comfortable. Interim CEOs are expecting a 50% increase again this year and are unsure what their organizational structure should look like at that point. It has no ratio or compensation benchmark for other companies in the industry as it is a fairly new industry for it. The CEO is looking for someone with a deep industry background to tell him/her what she/he knows and does not do around plans for profitable growth.
Small family-owned businesses that seek to focus not just on growth but on business value. The CEO has received an offer to buy the company but it is “not enough to retire.” There are some long-term business relationships that are potential catering. The owners are looking for someone to help them figure out what the roadmap options are, so that an increased assessment can be obtained and they can be trained through the mines.
The interim CEO has a long-term employee who aims to help the company manage and reduce its workload. Unfortunately, none of this is happening. S/He knows s/he needs to replace the employee but there is also a long-term connection. S/He is then not sure if s/he needs to move forward and how best to replace the person. The CEO is looking to reduce his/her workload and reduce expenses. She/He is looking for a mentor to help guide in completing both.
In each of these situations, the head of the company had no one who could provide advice internally and needed someone who could step in in that capacity.
As difficult as it is to get beyond our four walls (metaphorical company walls or office / home office walls), it is now more necessary than ever.
Here are some common options for gaining perspective or finding like-minded people and building a credible relationship with them.
Industry Events, Roundtables
CEO Peer Groups
If you feel that you don’t have time for these or are a little too familiar with the above examples, you can bring expertise.
Here are some examples of how to get help within your four walls without hiring someone for long term.
Expert Roundtable – Specific to Your Company and Business Issues
Part Time Interim Executive
There are several options for transferring a conversation from one person to two or more within a trusted and confidential setting. If you do not have it internally with your leadership team, then it is easy to find someone who is suitable for the time you need. Let us know how we can help.
Healthcare spending was projected to increase 5.4 percent annually from 2017 to 2022 according to the US and Global Health Care Industry Outlook. This is more than $10 trillion by 2022.
The United States continues to outpace other countries at projected spending – in both public and private health services – from 2017 to 2026, estimated at a total of $ 5.7 trillion. Yet positive health outcomes are worse, with spending almost double that of similar countries.
Healthcare organizations that want to remain competitive must deliver positive results while running sustainable, profitable businesses. Many healthcare providers are now outsourcing the expertise of Interim CEOs to try to lead them towards a healthier financial future.
“Many organizations bring me in to provide an unbiased view and make recommendations before bringing in a permanent CEO or controller,” explained an interim CEO, who has worked with many health systems, critical access hospitals and clinics around the US . For him/her, which often means meeting and learning from everyone in the department, looking at production, completing monthly statements and addressing issues in the underlying financials to ensure consistent reporting to the board.
An Interim CEO is a proponent in strategic planning and brings hands-on experience to the table. They first help healthcare organizations understand their current financial situation and then guide them in making informed accounting and investment decisions about their healthcare practice or business.
Every healthcare organization faces financial challenges, from hospitals to clinics, from health tech companies to laboratories. Whether their financial problems are revenue-driven, competitively based, or revolve around patient outcomes, it is difficult to prioritize which issues to solve. An interim CEO knows how to understand all those moving parts, and to take swift action.
Interim CEOs are no strangers to challenging situations. The interim CEO helped a small-town hospital that had terminated its full-time CEO by training its controller.
Some healthcare providers simply require basic guidance with their financial statements, while others require an in-depth analysis of how well or how their financial systems operate. Other organizations need to determine if their financial capabilities are on par with their new business goals, does that mean improved levels of care, expansion or merger due-diligence and integration. In any case, an experienced interim CEO can quickly identify what financial issues should be done first, and whether the fire should be put out immediately.
An interim CEO empowers healthcare providers, not only to develop and implement a strong financial plan, but also to ensure that the healthcare provider is well positioned for development. In turn, health organizations can then make confident decisions that enhance financial stability in the future.
Companies struggling to generate growth and remain relevant amid rapid change often see new leadership. A growing number of companies are also looking for a different kind of leader – one who specializes in change and embraces the challenge of helping companies solve their biggest issues. Enter a new breed of Interim Executive, on-demand leadership that brings an outside perspective, cutting-edge thinking, experiential experience and a laser focus on results.
An interim executive is a full-time C-suite rental option. Bringing interim executives into companies because change is needed. They may need to grow to the next level, help with declining revenue, revive the business, prepare for mergers or acquisitions.
Interim officers are able to deploy within a few days and have an impact from day one. They are like special forces of the executive world, parachuted in a difficult situation and solving specific problems.
Why you choose the path of interim management? What sets it apart from permanent executives?:
“Good interim leaders embrace and execute change. They manage transitional change situations positively. They have situational experience that others do not have or avoid others. “
“An interim executive is more goal-oriented and focused on accomplishing the mission with no interest in job longevity.”
“The company is hired for an interim for a specified time to get through a specific issue, while being focused on sustainable long-term and profitability.”
“Looking to set, establish and transition. Watch the system work its magic based on what you helped build.”
“Independent, unbiased, efficient, highly-qualified and experienced, focused on getting things done, immune to hierarchy and politics.”
Benefits of Interim Managers:
In addition to a faster business cycle and higher employee turnover, trends driving the expansion of the interim specialty include global competition, disruptive technology, a growing economy and recessionary fears.
The benefits brought to the table by an interim manager for what type of weight leaders the organization needs are:
Cross industry skills and expertise:
Interim officers are compared to a rolling stone that is no moss. Always moving from company to company, they do not develop institutional blind spots that can set in after years with the same organization. The heart does not stop. They are always at the cutting edge. They have access to the latest skills, thinking, talent and technology, and in many cases, cross-industry expertise that allows them to implement best practices from one business to another.
Interim officers are measured on results. They are not advisors that give a clear sound and have impressive-looking PowerPoint slides but have never led to successful operations. They do not even have a temperature there to keep the seat warm. They make intimate things.
Good leaders inspire others and improve the people around them. Interim officers grow up on team building and mentorship. They excel in assessing talent within the organization and placing people in positions where they can excel.
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Is there ever a time when it is the right thing to hire outside senior executives for short term assignments in a software or hardware company? If you are based in the US, technical company boards and senior leadership do not seem to have the most specific response to the question of using interim management.
There are obviously many exceptions to this statement. But in most cases when an executive position opens, the next person in that role hires another permanent executive. Much of the idea of too short the time of reflexion is given to some other possible solution.
In small cases where someone is designated in a role with the tag “interim”, it is usually someone from inside the company. In the case of an interim CEO, it is often a current board member.
Let us look at some areas where a senior interim executive should be hired:
Gaps covered with interim management:
This is probably the most common reason for using C-level interim management. One executive has left the company – voluntarily or not. The team needs leadership. You can try to fill this gap by temporarily putting the team under another functional area manager or more junior executive, but of course this is not optimal. Bringing in an experienced interim can often be a great solution allowing you to move the momentum in the area of concern in the right direction, while allowing the company to take the time and a careful, thoughtful hiring process for the next permanent executive.
There are many different reasons that a company may benefit from the use of a change agent. One of the more common scenarios is a company undergoing financial pressure. Although a new permanent freight may take the necessary steps, sometimes it may be beneficial to use an interim manager such as a fleeting change agent to take these steps. An interim can step in and work fast, while the right permanent fare can take a very long time in situations where time is important.
Interim management can serve as change agents in tech companies:
Sometimes a situation arises in companies where conflict over policy or personality is tearing the company down. In these cases, bring in an interim manager with a previous “dog in the hunt”, who may allow him to be in the role of an impartial, honest arbiter to bridge the divide between the warring factions.
Manage a specific project:
The ultimate common reason for retaining senior interim management executive officers in a technology company is the ubiquitous “special project”. There are many good reasons to bring a temporary senior resource for special projects. Sometimes a project is very, very challenging, and it makes sense to bring the most efficient, experience expertise to lift the odds of success.
International Executive Consulting LLC provides C-Level interim executive services to software and hardware companies, in addition to core management consulting services. If you would like to discuss the potential need for an interim executive, contact us using the information below.
International Executive Consulting LLC Advisory Board, a seamless platform for CEOs and business owners to leverage the Advisory Board in a more flexible and on-demand model. The IEC hand-picked each consultant for their ability to help business leaders quickly find value. Business leaders can easily communicate and contract with expert advisors from a range of industries and backgrounds on a need basis.
“It is alone at the top. As CEO Cyril Moreau of International Executive Consulting LLC commented, CEOs and business owners are often looking for a reliable source of peer outside their inner circle, which is usually within a particular area of expertise. “They may question the source or agenda of the person giving the initial input; They may accept that they do not have expertise internally; Or they may need an external perspective that a member of their executive team cannot give them. We kept receiving comments from business leaders saying that from I just need to talk to someone. In response, we created the IEC Advisory Board, a trusted community for business leaders who receive expert advice on a particular topic or industry. ”
Some common discussions with consultants include business leaders:
Discuss operational frustrations and some first steps to resolve them
International Executive Consulting LLC consultants consist of a group of selected senior level executives with decades of experience in leading organizations of all sizes in various industries. He was chosen for his ability to ask the right questions and provide valuable insights.
The organization was a non-profit that operates more equally for a profit. At that time their problems were spread throughout the organizational structure. Senior managers were concerned about keeping the business alive. They struggled to find the right person to be the new CEO and knew of the existence of many issues but were unable to point to or address them.
This non-profit organization was in dire need of timely and skilled leadership talent. This was the talent he tried to find with a CEO hire that did not go as expected, and the position was open again. The right kind of talent is something that can take a long time to find. The executive may then have on-boarding or training to speed it up. In his position, the demand for leadership was a quick and low-risk decision.
The nonprofit hired our interim CEO. He began reviewing the budget and reducing all expenses that were not necessary. They then adjusted the management structure so that department heads were assigned more responsibility and shifted to understanding the entire organizational culture and being part of the bigger picture.
Nonprofits also needed to change how they got closer to new technologies and use them. The Interim CEO revised the software management and organized the new smartphone app. He also improved external communications and opened a new off-site call center.
He anticipated that there should be a decrease in operating staff and an increase in marketing staff – which, once implemented, proved a good sales decision.
The results of the interim CEO’s engagement were:
The board said it was “hard to believe” how quickly and easily the new interim CEO transitioned. They implemented economical, technological, cultural and operational changes that resulted in maintaining and even improving large nonprofit businesses; All of which happened within just six months. The board decided to offer a long-term role as an interim CEO with the company.
To learn more about how interim management can help and more information about interim officers, please visit our home page by clicking here.
The interim talent — the “gig economy” —is one of the best kept secrets at every level and all successful companies know it. These days, the size of a company is not judged by its workforce. Big companies like WhatsApp and Instagram can be valued in the billions. With this small size, this team is still paying money to the company.
How Interim Executives Increase Company Worth:
We urge you to explore the possibilities of interim, part-time and project-to-perm models next time you find yourself staring at a problem that seems absolutely impossible. You should not always hire a full-time VP to gain VP expertise. You can get all the knowledge, skills, qualifications and qualifications of a Big Six consultant or (top-tier competitor) in a small package, depending on when you need it, a few days a week or a few months at a time. your needs.
International Executive Consulting LLC offers contract executive on a part-time, temporary, interim and project basis. IEC has a network of thousands of executives from operations, finance, sales, marketing, manufacturing, IT, human resources and more. They are available to step into companies in a wide variety of industries and sizes on short notice to fill a sudden gap in leadership, run an important initiative or impart specialized skills and knowledge for a temporary period. IE Consulting LLC serves clients of all sizes from virtually every industry.
A small business does not need to make large-scale changes in its business processes to massively increase profits. Here we provide five strategies that you can use to improve your business. Today we will go to a system that you can use to increase your profit margin. By using this system, your profit margin can increase.
Increase Your Customer Base:
To increase the number of people who will come and buy from you, it will take time to develop a good marketing strategy. First, find the key differentiators. Examine the products that make you unique and attractive to potential buyers. After doing this one can find a place that can be tapped into, start working on specific marketing strategies to attract those customers.
The key is to streamline the sales process. At that point, the entire process is no longer driven by you, but by the system, and the sales process can be repeated over and over. You will continue to attract customers to your business without joining your marketing or sales team.
Increase in Number of Repeat Customers:
The more buyers, the more profit. Despite repeated sales, it does not take action and is getting those customers to repurchase your products. Providing excellent service is the basis, but it is not enough. Give customers a reason to return and you can do so by asking them to return. Deepen your relationship with them by adding to mailing lists, offering catalogs, and loyalty cards to name a few. Repeat opportunities for your customers to revisit your business
Increase in Average Selling Price:
Explore ways to sell more than one product at a time. This can be done by cross-selling; For example, see which products are related or complementary and offer customers to buy more plans than before. Refer to a customer for a product of a higher value or better deal (this may be more profitable for you), known as up-selling. Another example of increasing the average selling price is to bundle products together (a low-margin product with a high-margin product, one that sells well with someone who does not, etc.).
To increase profitability, focus on operational efficiency and avoid discounts. If it is a small business, the exemption should be at the bottom of the list. Sometimes they are unavoidable, such as when some products are not selling and they are replacing. These exemptions are a requirement but should not be used as a business strategy for profit growth. Find out how many of those items need to be sold to reach the same profit margin.
Reduce Costs to Increase Your Profit Margin:
Then, improve operational efficiency and minimize overhead costs. Keep in mind that some overhead costs are highly beneficial for the business, so be cautious about which costs are being cut; Do not take a reverse step.
Indicate the things that should cost more than them or at all. Adopt lean thinking and help cut the drains. By learning how to increase your profit margin, you will be able to run a successful business.
Cyril Moreau, the interim CEO and turnaround expert, leverages a planned approach to assess how far and how fast you need to change.
When does a business decide it needs to fundamentally change course or steer the risk altogether? Turnaround expert Cyril Moreau looks at some of the lessons learned during a typical interim CEO career.
“When the signs of potential failure become apparent, I am often approached by shareholders to review their business for its turnaround potential. They are almost always seeking answers to three fundamental questions:
Can the business be fixed?
What will it cost to get us back on track?
Is it worth paying?
There is certainly no magic formula to answer these questions, but many years spent around unsuccessful businesses have taught me that there are some steps that will help stakeholders make the very much needed difficult decisions.”
Assessing the Industry and Understanding the Commercial Environment:
The troubled business that is getting under the skin of the region, combined with adjacent industries, is going to expose potential areas of opportunity for future gains as well as give an overall picture of the company’s potential direction. It will begin to provide an indication of the scale of the challenge and the costs associated with getting back on the road to development.
Assessing the Company Properly:
It is important to identify significant liabilities and risks as well as significant assets from a strategic business point of view, and not just from a cash-value point of view.
This knowledge gained through research, relationships, intuition and experience will be used in the creative planning process as well as in the final assessment of risk versus reward.
Plotting A Course for Creative Planning and Long-Term Success:
The creative planning process involves assessing the ‘box of bits’, in which the company has to find out what can be done to make money in the short and long term.
It is important to remember that these two commercial timelines can generate different agendas, as short-term cash generic activities may not be sustainable or aligned with the strong strategic market position desired over the long term. However, a dual focus on both may be required during the turnaround to reduce the cash cost of running the business.
You need to have a clear view of whether it is worth the cost, effort and risk involved. You need to understand that the business will potentially be worth the shareholders who are considering turnaround funding. You need a road map to rule out the estimated travel time and any possible damage along the way.
Whether you need someone to deliver a business transformation, to guide you through a merger or acquisition, or to fill a skills gap on a short-term basis; Interim managers bring with them a special set of skills and experiences.
It is the versatility of interim managers that gives them an edge. They fill gaps in the skill set and experience of an organization. And on a more practical level, they will be used to navigate tight deadlines, high pressure situations, and established teams.
Interim managers are well suited to helping organizations solve a wide range of problems:
Interim Managers are a quick start solution, which means they are able to make a direct impact. He is hired for a specific need, and this has been his focus since day one. And with their assignments ticking, they are motivated to dive right in.
Focus on Delivery:
The purpose of hiring an interim manager is to ensure that your organization achieves its intended business goal. This goal may be to successfully implement a new system, deliver a major transformation program, or ensure a smooth merger or acquisition. Whatever it is, an interim manager will take a laser-focused approach to achieving that goal.
Intermediates focus only on outcomes and outcomes. As they will only be in business for a limited time, they will not be distracted by their future concerns in business. Nor will they associate themselves with internal politics. And it allows the interim to be fair, focused on the best interests of your company.
Interim managers bring with you a specific skill set to meet your business needs and have a strong track record of helping other companies overcome the challenges facing your business.
At the senior executive level, interim experience is often experienced in many areas and disciplines. The quality and range of their skill sets will be more sophisticated than a full-time position that would normally demand.
Interim managers will work with internal teams and spend time mentoring and coaching them. This will not only ensure a smooth change when the contract expires, but also ensure that they leave a lasting legacy so that the organization is better equipped to respond to future challenges and opportunities.
The need to involve external organizations in business change often results in a lack of internal capacity to cope with the change. Change is always on the agenda and organizations are recognizing the need to build more sensitive, more flexible and more adaptive teams. Interim managers can help empower and nurture internal talent to embed the positive legacy of an agile, change-able business.