pablolieker https://pablolieker.com/en/home/ Pagina Personal y Profesional Pablo Lieker Thu, 13 Oct 2022 00:41:35 +0000 en-US hourly 1 https://wordpress.org/?v=6.4.3 214769103 Business Transformation – New Commercial & Business Strategy https://pablolieker.com/en/2023/04/16/business-transformation-new-commercial-business-strategy/ https://pablolieker.com/en/2023/04/16/business-transformation-new-commercial-business-strategy/#respond Sun, 16 Apr 2023 22:23:28 +0000 https://pablolieker.com/?p=1608 Business Transformation – New Commercial & Business Strategy COMPANY: CUSTOMER: FUNCTION: ROLE: INDUSTRY: I-NNOVA Advisory UNION Metalmechanica Partner in Charge Sale, Design & Implementation Metalmechanic BRIEF DESCRIPTION: The company was in a state of analysis of how to grow the business, which with the portfolio it had, had generated a reduction in the level of […]

The post Business Transformation – New Commercial & Business Strategy appeared first on pablolieker.

]]>

Business Transformation - New Commercial & Business Strategy

COMPANY:

CUSTOMER:

FUNCTION:

ROLE:

INDUSTRY:

I-NNOVA Advisory

UNION Metalmechanica

Partner in Charge

Sale, Design & Implementation

Metalmechanic

BRIEF DESCRIPTION:

The company was in a state of analysis of how to grow the business, which with the portfolio it had, had generated a reduction in the level of sales. We were asked to develop a business transformation strategy that would allow us to get out of that status to achieve growth again, for which we developed a project from which, based on a complete financial, process, product and market analysis, the following were defined:

A) A resizing of the product portfolio according to new market trends, for example, the company produced Lockers for companies and it was suggested to transform this product into smart Lockers, such as those used by Amazon for product delivery. This not only made a product more attractive and adapted to the trends of current market needs, but also opened a new spectrum of markets and customers and a new positioning of the company.

B) A renewed Go to Market, with greater arrival on the market and foray into the field of digital sales

C) A transformation of the organizational structure based on the new business requirements of the company

D) A new process model based on new needs and with a noticeable increase in efficiency.

LIDERAZGO

COMUNICACIÓN PRODUCTIVA

The post Business Transformation – New Commercial & Business Strategy appeared first on pablolieker.

]]> https://pablolieker.com/en/2023/04/16/business-transformation-new-commercial-business-strategy/feed/ 0 1608 The differentials of hiring a good CEO Interim Manager https://pablolieker.com/en/2022/10/12/the-differentials-of-hiring-a-good-ceo-interim-manager/ https://pablolieker.com/en/2022/10/12/the-differentials-of-hiring-a-good-ceo-interim-manager/#respond Wed, 12 Oct 2022 23:17:36 +0000 https://pablolieker.com/?p=3898 One of the most important things that an Interim Manager must do is to fully understand the environment in which he will carry out his management.

The post The differentials of hiring a good CEO Interim Manager appeared first on pablolieker.

]]>

The differentials of hiring a good CEO Interim Manager

One of the most important things that an Interim Manager must do is to fully understand the environment in which he will carry out his management.

Interim Management is a modality of hiring executives with a high level of knowledge, skills, seniority and experience. These professionals have a profile strongly oriented to the achievement of results based on short- and medium-term objectives. 

Now, an Interim Manager who meets all the attributes mentioned, will surely fulfill the task for which he was hired.  But ¿what must have a profile of these characteristics to really differentiate? Let’s carry out the analysis from 5 points of view:

1 – Understanding the environment

One of the most important things you must do in Interim Manager is to fully understand the environment in which you are going to carry out your management, so you must have clearly identified the following areas of the company:

a – The position and needs of shareholders/board

It is imperative to generate the appropriate space with the shareholders / directors to be able to establish the necessary bonds of trust and have a detailed overview of the position of each of the members with respect to the status quo of the company and the real expectations each and every one of them, with respect to the short, medium and long term.

b – The economic/financial situation

This issue is key to understanding the situation through a P&L, a Cashflow and the balance sheets of the company of the last 3 years. With this information, a professional with the right experience can already have a diagnosis of approximately 75% of the general situation.

c – The organization in all its dimensions

With the understanding and knowledge of the organization, considering the work environment, the profiles of its employees and their strategic positions and communication culture, an Interim Manager can finish configuring the complete company situation.

“Given that an Interim Management implies time-bound management in which results must be achieved in the short and medium term, it is imperative to carry out the diagnosis in a very accelerated way to be able to quickly align the objectives to the strategic plan of the company”.

2 – A healthy organization

Given that an Interim Management implies time-bound procedures in which results must be achieved in the short and medium term, it is imperative to carry out the diagnosis in a very accelerated way to be able to quickly align the objectives to the strategic plan of the company. 

In some cases, the hiring of a CEO Interim Manager allows him to incorporate into his management, a task force of professionals of his confidence, in order to achieve results faster, but even when that is possible, it must be considered that in 90% of cases, these efforts involve to a greater or lesser extent, an organizational restructuring. 

Now, an issue that is a condition without equanon for a good Interim Manager, is that when his management ends, he must make a transfer of command to the professional who takes responsibility permanently, to which he must leave a healthy organization from every point of view. 

When I talk about a healthy organization, I speak of a team of employees that at any of its levels, adapts to this new management style, is part of the objectives and the corresponding results and allows this new path undertaken, to continue its process of continuous evolution.

“A good Interim Manager must contemplate in his planning, the task of transition to the executive who takes over the function once his management period ends.”

3 – A harmonious transfer

A good Interim Manager must contemplate in his planning, the task of transition to the executive who takes over the function once his management period ends. And without a doubt, if this task is incorporated into your plan as part of the objectives to be achieved, the transition will be properly carried out. 

In many cases, companies are interested in discovering internal talents that can occupy this position and in others, a hunting is carried out for it, supervised by the Interim Manager. In any case, the interim executive must strive to have at the exact time, the defined candidate to take the permanent position, in order to properly do the transfer of knowledge and training. 

In this way, to achieve a comfortable transition process for the organization, and thus allow the process of evolution to continue harmoniously.

4 – Long-term results

Beyond the fact that this executive meets the objectives that are predefined, the most important differentiation of a good Interim Manager is to structure his management in such a way that the fulfillment of the defined objectives allows, in turn, that they are the foundational basis of the long-term business strategy, that is,  that they are sustainable and sustainable results over time and that whoever takes the post of their function permanently, can continue with the evolution of the company or the area in a solid way.

5 – Shareholder satisfaction

In many cases, the INTERIM MANAGER fulfills his objectives, makes the transfer of functions to the new permanent CEO of the organization, and continues his way to other companies that require his services. 

But it also happens that when he manages to achieve or exceed the planned results and has generated a strong empathy with the organization, the shareholders do not want to lose a talent of this size, and they summon him to develop a new role in the company, but now as a member of the board. 

This is a natural process that occurs repeatedly because they identify in that executive, a leader who can continue to coach his successor, continue to provide added value from a more strategic angle and in turn, for the organization is a message of strength regarding the commitment of shareholders with the appropriate leadership profiles for the culture of the company and its long-term vision.

 

#pablolieker #management #interim management #leadership #businessinnovation #management #strategy # businesstransformation #i-nnovagroup

Link to original Publication

The post The differentials of hiring a good CEO Interim Manager appeared first on pablolieker.

]]> https://pablolieker.com/en/2022/10/12/the-differentials-of-hiring-a-good-ceo-interim-manager/feed/ 0 3898 The 3 secrets of an effective Interim Management https://pablolieker.com/en/2022/10/04/the-3-secrets-of-an-effective-interim-management%ef%bf%bc/ https://pablolieker.com/en/2022/10/04/the-3-secrets-of-an-effective-interim-management%ef%bf%bc/#respond Tue, 04 Oct 2022 23:17:00 +0000 https://pablolieker.com/?p=3881 In the field of Interim Management, there is no single or magic formula that ensures results, since the combination of success factors is truly broad, and we must bear in mind that there are endogenous and exogenous.

The post The 3 secrets of an effective Interim Management appeared first on pablolieker.

]]>

The 3 secrets of an effective Interim Management

In the field of Interim Management, there is no single or magic formula that ensures results, since the combination of success factors is truly broad, and we must bear in mind that there are endogenous and exogenous.

It can be assumed that, in the first instance, some factors depend on the Interim Manager, his skills, his knowledge, his experience and his style. 

On the other hand, we must consider that the business ecosystem also has many edges that, regardless of its new leader, can affect or favor the achievement of new objectives. 

Thirdly, we must consider the market, which based on everything experienced in the last 4 years, we understand that there are many external factors that are totally outside the control of the organization as a whole.  

But a CEO Interim Manager who has the right experience, skills, knowledge and creativity, can navigate the company in big storms like those that many companies are experiencing right now.  

From this point, I will reveal to you, what are the 3 secrets of an Interim Manager that ensure the success of your management:

1 – Productive Communication

When the hiring of an Interim Management service was defined, it is because a certain function or strategic position of the company, is vacant and needs to be replaced immediately or because the decision has been made to reverse a mismanagement and you want to immediately solve the problem with an executive who has the necessary attributes to,  in a short time, to be able to give a rudder blow and solve those strategic inconveniences. 

Based on this, in these situations empty spaces of communication inevitably occur and people seek to fill those gaps with information that in the vast majority of cases, is invented or deduced erroneously, including the personal interests of each individual in the organization. 

Therefore, one of the most important things is to properly manage communication with the entire company. In my case, I have adopted for 17 years the concept of Productive Communication, which has changed my life both personally and professionally.

What is the concept of Productive Communication based on?

Is one that is based on the generation of relationships. As we all know, relationships are based on trust, so every time you are communicating with one or more people, you are somehow committing to something with the other party. When commitments are met, relationships endure and become extremely strong, thus generating good teamwork, a work environment without gaps and very high efficiency and the empowerment of the organization.

“Productive communication is based on the generation of relationships. These are based on trust and when you are communicating with one or more people, you are engaging with the other party. If the commitments are fulfilled, the relationships endure and become extremely strong, generating a teamwork of very high efficiency and the empowerment of the organization.”

2 – Creativity

Situations such as those we have experienced and that have affected companies around the world, have revived two major areas, which are prevention and the need for the use of creativity at its best. 

But beyond that, for an Interim Manager who has little time to achieve results, creativity is a skill that must be used daily to find solutions different from those already used until that moment, to solve the strategic problems of the business. 

If creativity is combined with vast experience in various industries, solutions are often very simple but effective and proven. 

The ideal profile that has all the tools to capitalize on this type of skills, is one that has developed functions in the field of business consulting that, in general, are professionals who have analyzed and executed projects in various industries, in various geographies, in all types of companies and has had to live with different cultures. All this gives you an immeasurable wealth of creativity and the possibility of knowledge transfer in challenges of this nature.

“Leaders who manage to set the ideal pace in an organization can achieve any result they set their minds to, but that is only achieved with the right experience, knowledge and skills.”

3 – The Rhythm

Finally, we come to one of the most important secrets that has given me really important results. When a leader has goals to meet in very short terms, he must have the work team accompany him in that race against the clock. 

And the best example can be visualized in formula 1, where those who really have outstanding results, are the teams that achieve the best pace, where communication generates close relationships of trust, each member of the team is empowered and knows perfectly what he must do, being able with creativity and speed, to solve unplanned problems that may arise. 

The director of a team of this sport, is the architect of guiding the whole team including its pilots and from his experience, he knows when to accelerate, when to drive calmly, when a driver must let a partner pass, when he must stop to refuel, etc. 

The important thing is the pace with which the organization is managed, and many times it has happened to me to ask my teams for one more effort in difficult moments, as well as to be able to give them rest at the right times, but when the results were achieved, everyone realized that they had managed to surpass themselves, and their contribution to the company,  it generated not only their corresponding personal reward, but also their satisfaction of having been an important part of those achievements. 

Leaders who manage to establish the ideal rhythm in an organization can achieve any result they propose, but that is only achieved with the corresponding experience, knowledge and skills.

Now, it is important to clarify that the 3 items mentioned are intimately intertwined and must be developed and used together and simultaneously, because with one of them that is not properly aligned, the chances of success are significantly reduced.

#pablolieker #management #interimmanagement #leadership #businessinnovation #management #strategy # businesstransformation #innovagroup

Link to original Publication

The post The 3 secrets of an effective Interim Management appeared first on pablolieker.

]]> https://pablolieker.com/en/2022/10/04/the-3-secrets-of-an-effective-interim-management%ef%bf%bc/feed/ 0 3881 15 Benefits of Hiring an Interim Manager https://pablolieker.com/en/2022/09/15/15-benefits-of-hiring-an-interim-manager%ef%bf%bc/ https://pablolieker.com/en/2022/09/15/15-benefits-of-hiring-an-interim-manager%ef%bf%bc/#respond Thu, 15 Sep 2022 20:53:51 +0000 https://pablolieker.com/?p=3737 Interim Management is a contracting modality that is being used more and more and is more necessary every day.

The post 15 Benefits of Hiring an Interim Manager appeared first on pablolieker.

]]>

15 Benefits of Hiring an Interim Manager

As we have already addressed in other articles, Interim Management is a contracting modality that is being increasingly used and is more necessary day by day.

Companies must base their survival and evolution on efficiency and competitiveness in a world that in the current era is made more complex, both by technology and by the lack of adequate human resources with sufficient commitment to carry out business in the short, medium and long term.

Next, we briefly develop each of the benefits that are obtained by hiring an #InterimManager, but the important thing is the combination of all of them. Some of them are applicable to any facet of this type of contracting, and others are specific according to the type of solution to be adopted:

1 – Contribution of knowledge of high added value

An Interim Manager is a source of knowledge and skills achieved in many years of experience in various companies and geographies that the organization will have at its disposal generating incalculable added value during its management.

2 – Broad-spectrum vision

The trajectory and experience developed by an Interim Manager, gives him a much broader spectrum of vision than that of a permanent executive, since he has gone through many more companies that bring him diverse experiences both at the level of businesses and organizations, cultures and geographies. This allows you to easily visualize new markets, new business, adaptation of efficient processes from other industries or any tool that has already been tested and allows you to succeed in your management.

3 – Fast and efficient Onboardinge 

An Interim Manager has such vast experience in various companies in fulfilling their mission to play a specific role and project, which makes their incorporation and adaptation to a new organization fast and efficient, by the very nature of their function.

4 – Maximum focus and fulfillment of objectives

An Interim Manager is very clear that his prestige and professional growth is based on achieving certain objectives in a very limited period of time, so he can not waste time and must have a strong focus on the tasks he must develop.

5 – Effective professionals, with experience and fast to manage the resources of the company

A professional of these characteristics knows that he must be effective through the use of all his experience and knowledge, managing as quickly as possible, the resources that the company has in favor of the achievement of the objectives that have predetermined him.

“An Interim Manager is very clear that his prestige and professional growth is based on achieving certain objectives in a very limited period of time, so he can not waste time and must have a strong focus on the tasks he must develop.”

6 – Flexibility to adapt to the requirements of the position 

In general, an Interim Manager has significant experience in various companies and that includes adapting very quickly to new organizations and the requirements presented by each new challenge proposed by a new assignment.

7 – The best Cost/Benefit Index

Since this executive is a temporary hire, it does not imply business contributions of taxes and a high value-added #management is obtained in return with the consequent transfer of knowledge to the organization, which is an immeasurable benefit with respect to its cost.

8 – Managerial talent without limitations in the headcount 

In many cases, especially in multinational organizations, there are limited limits on the number of personnel according to the company’s turnover levels, but as the link with the Interim Manager is a contract with third parties, it is possible to have a Management Talent without impacting the headcount of the company.

9 – Great flexibility with minimal risk 

This type of hiring allows the organization to see how the professional fits with the function, values and culture of the company, being able to assess the return on investment and the possibility of permanent hiring, always in a context of minimal risk.

10 – Objectivity and truths without turn 

These professionals are hired and evaluated for their results, so they do not have any restrictions when having to challenge the current business model, request critical information or question the status quo, in fact, for that they have been hired. Additionally, these executives are prepared to perform analysis of situations with total objectivity, since their priority is to achieve the objectives, not in a long-term professional career in the company.

11 – Network of contacts as a key factor 

Typically, an Interim Manager has a strong network of contacts in both the local and international markets. This allows the company to access various strategic points of contact that can be very useful in various areas of operation and / or positioning of the business.

12 – Crisis management 

An experienced Interim Manager with an international career has surely handled crisis situations of varying magnitude. In fact, if he has held CEO positions in multinational companies, the vast majority train their executives in #crisismanagement because they are in continuous exposure to them. Obviously, when hiring an Interim Manager, it is important to validate how much experience you have in real situations of that style and what your results have been.

“Are hired and evaluated for their results, so they do not have any restrictions when having to challenge the current business model, request critical information or question the status quo, in fact, for that they have been hired. “

13 – Competitive vision 

In the case of wanting to venture into a new market with which the company is not familiar, it is often convenient to incorporate an Interim Manager who knows that market, its trends and the competition. Their specific knowledge of it can provide strategic information tailored to the growth sought and generate market share, as well as contribute their experience in a more solid creation of marketing and sales plans, properly establishing pricing structures.

14 – Credibility 

In the case of start-ups or companies with a low level of market positioning, an Interim Manager with recognition in the market can generate credibility, being able to provide facilities to attract investment funds, collaborative partnerships, as well as increase the portfolio of clients.

15 – Financial skills

An experienced Interim Manager bases his management on the financial tools of any company, such as cash flow management, profit and loss reports, financial statements, balance sheets and working capital management. But beyond that, it has the ability to manage relationships with financial institutions that can prop up the company, relations with investment groups or various sources of financing that have not been previously considered.

When the advantages of using this type of solutions are analyzed, there is no doubt, because in developed markets it is such a widely used practice and based on this, the results observed in terms of the recovery of the economies of these markets in really very short times.

Unfortunately, the countries of Latin America are still far from adopting this type of solutions in an appropriate way and measure, and because of this, the economies suffer from the lack of growth and exit from the crises that impact us in recent years.

#pablolieker #management #interimmanagement #leadership #innovation #management #businessstrategy #businesstransformation #i-nnovagroup

Link to original Publication

The post 15 Benefits of Hiring an Interim Manager appeared first on pablolieker.

]]> https://pablolieker.com/en/2022/09/15/15-benefits-of-hiring-an-interim-manager%ef%bf%bc/feed/ 0 3737 What are the facets of Interim Management? https://pablolieker.com/en/2022/09/14/what-are-the-facets-of-interim-management%ef%bf%bc/ https://pablolieker.com/en/2022/09/14/what-are-the-facets-of-interim-management%ef%bf%bc/#respond Wed, 14 Sep 2022 09:19:00 +0000 https://pablolieker.com/?p=3668 Hiring Interim Management services can be associated with certain specific circumstances of a company, in which this type of solution is perfectly adapted, both at a functional and economic/financial level.

The post What are the facets of Interim Management? appeared first on pablolieker.

]]>

What are the facets of Interim Management?

The contracting of Interim Management services can be associated with certain specific circumstances of a company, in which this type of solutions are perfectly adapted, both functionally and economically/financially. We are going to carry out a high-level analysis on each of the most common circumstances, where this modality of hiring executives is applied. 

The afore mentioned circumstances are the strategic problems of a company that require a professional profile whose vast experience, knowledge and skills allow with zero margin of error, to solve them.

Even when they have several common characteristics, the problems must be approached from different angles:

  • “Temporary position coverage”

It’s a very special modality of Interim Management since it only has as its objective, to cover a strategic position temporarily by a license of the current executive or a replacement of the same by a new person who takes said position permanently. The type of profile for these needs is very varied, since the requirement is usually to cover the position of one of the leaders of C-Level. 

In most cases, companies do this coverage with someone from the same organization, but when they lean towards an Interim Management, it is because there are no internal capabilities, or you want to try this new profile and the possibility of transforming it into a permanent executive. 

Except for this last case mentioned, the professional must maintain the status quo of operation of the company, that is, not innovate until the person who takes the position permanently is incorporated.

  • “Operational and performance improvement” 

When the need is an operational optimization of the company, it’s sought to incorporate the specific C-Level profile where the lack of efficiency in the organization has been detected or where definitely, it’s necessary to incorporate non-existent skills to strengthen a certain area and prepare a new permanent executive. 

The interim profile hired under this alignment is usually an executive with a lot of experience in that area and in the same or similar industry, very focused on the specific function to be covered, for example, Manufacturing, HR, Finance, Technology, Commercial, Marketing, etc. 

In the case of being the position of CEO, most of the time, the role of the Interim Manager is based more on the coaching of a current executive, to advise him on the adjustments of the direction of the operation and the performance as a whole. 

If the situation were that the contracted function had to make major adjustments, we would already be talking about the restructuring edge, which we will addressed later.

  • “Crisis management”

Here we already enter profiles of executives who’re not very good at managing in short terms, but also highly specialized in crisis management, which entails an additional seasoning to consider, which is a complementary experience of the Interim Manager. 

A good executive has incorporated in the daily development of its functions, the prevention of potential events that generate eventual crises.  If a company enters a crisis, it is because there were no adequate or preventive controls for this purpose, in addition to negligence or lack of experience on the part of the executive in charge of management. When a company is already immersed in the crisis, it affects the entire organization, which has a comprehensive impact that must be properly managed. 

This means that it’s necessary to resort to an executive who can’t manage a change or an improvement in the company, but must additionally solve the crisis itself, from its root to its consequences, and most of the time, must reverse engineer, first solve the consequences or potential greater implications for, in parallel, to be able to manage the root changes that allow to leave it. Generally, these processes involve periods of 1 to 2 years of intense work, and of implementing a complete restructuring of the company.

“The hiring of Interim Managers for restructuring occurs, in 74% of companies that are already in serious problems, while in the remaining 26%, it is done in organizations where the restructuring is planned, preventive or by decision of the board of directors to generate a business transformation.”

  • “Restructuring”

Interim Managers, specialists in company restructuring, have a very special experience, since any slogan of this magnitude requires change management skills in an integral way in the organization. 

Taking some international parameters, the hiring of Interim Managers for restructuring occurs, in 74% of companies that are already in serious problems, while in the remaining 26%, it is done in organizations where the restructuring is planned, preventive or by decision of the board of directors to generate a business transformation. 

In all cases, the new manager must immediately determine the economic-financial situation, the equipment with which he has, the operational and commercial situation. From there, it must define short and medium-term plans considering the critical paths and contingencies, stipulate the team with which it will carry out those plans and agree in detail with the board of directors, as well as the expected effects to reach the objectives. 

It is always necessary that all this is properly documented and approved by all responsible parties, since once the restructuring process starts, there is no going back.

  • “Merger & Acquisition”

In this, the figure of Interim Management is widely used, mainly in acquisitions.  Why? There are several causes and all of them are intimately linked, the first of them being that, in an acquisition, the initial face of taking control of the new company is a very complicated and exhausting stage.  

The greatest wear and tear in these operations is obtaining information on the current status of the company with the outgoing owners and having an Interim Manager experienced in this type of work and who knows the local culture, is a very efficient process. 

It also allows the buyer to avoid unnecessary wear and tear until the closing of the reception of the business with the previous owner, as well as to take the necessary time to make the selection of the candidate to occupy the position permanently. 

In international purchase operations, it’s usual for the acquiring company to have as internal policies, to place a local CEO, so the use of an Interim Management function is essential for the entire initial process of Due Diligence and takeover of the acquired business.  

In this way, the Interim Manager will be able to carry out all the transfer of knowledge to the new selected CEO and provide him with a more comfortable start of functions with the path paved towards the organization, having avoided the initial wear and tear. 

Ideally, this type of profile should have experience in this mode of operations, in very short periods, high demand for obtaining information and detecting potential future contingencies, as well as negotiation skills in environments with a high level of expectation and uncertainty.  of the members of the organization being acquired.

  • “Start-ups or Companies at a turning point.”

To analyze this point, it’s worth commenting, that an entrepreneur does not always have the skills to also be a good business administrator. That is why, in many cases, at a certain time of a start-up, it is necessary to make a change in which the entrepreneur takes a role of shareholder and cede the executive management of the business to a good administrator. 

In many cases an Interim Manager is hired in the role of CEO with experience in carrying out this new business and over time, it’s defined through a selection process, who will be the permanent CEO. 

This is good for a start-up because many times entrepreneurs do not have the experience in defining the ideal candidate to occupy the position of manager of the company, thus being able to better define the profile of the person they would like to have at the head of their business. 

On the other hand, there is the case of many companies that have exponential growth, and reach a turning point, in which the manager in  charge does not have the capabilities and/or skills to continue doing so, and at the risk of a failure in that process, it’s a good alternative to incorporate an Interim Manager as a coach of the same or to take the reins of the business.

“It’s imperative to achieve good empathy with the board or shareholders of the company, to maintain a link that allows the development of the transformation project with the appropriate support and consensus, considering that in many cases, you must make decisions that do not please many people, but that they are essential when it comes to saving the company.”

In all cases, I haven’t developed the analysis regarding the personal imprint of each type of Interim Manager, but beyond the experience, knowledge and skills, it’s a factor that plays an important role in the development of the function. 

Undoubtedly, it’s imperative to achieve good empathy with the board or shareholders of the company, to maintain a link that allows the development of the transformation project with the appropriate support and consensus, considering that in many cases, you must make decisions that do not please many people, but that they are essential when it comes to saving the company.

#pablo lieker #management #interimmanagement #leadership #business innovation #management #strategy # business transformation #i-nnovagroup

Link to original Publication

The post What are the facets of Interim Management? appeared first on pablolieker.

]]> https://pablolieker.com/en/2022/09/14/what-are-the-facets-of-interim-management%ef%bf%bc/feed/ 0 3668 What is Interim Management? https://pablolieker.com/en/2022/09/13/interim-management-is-an-extremely-powerful-solution-for-solving-strategic-management-problems-in-a-company-based-on-hiring-an-interim-and-temporary-management-service-for-a-specific-key-function/ https://pablolieker.com/en/2022/09/13/interim-management-is-an-extremely-powerful-solution-for-solving-strategic-management-problems-in-a-company-based-on-hiring-an-interim-and-temporary-management-service-for-a-specific-key-function/#respond Tue, 13 Sep 2022 17:59:37 +0000 https://pablolieker.com/?p=3600 Interim Management is an extremely powerful solution for solving strategic management problems in a company, based on hiring an interim and temporary management service for a specific key function.

The post What is Interim Management? appeared first on pablolieker.

]]>

What is Interim Management?

Interim Management is an extremely powerful solution for the resolution of strategic management problems in a company, based on the hiring of an interim and temporary management service of a given key function.

For a better understanding, let’s break down the definition into 3 parts:

  • “Solving strategic management problems”

When we talk about “strategic management problems” it means that there is an important gap between the results achieved, in any of its angles of analysis, by an executive and those that were expected of him, either at the company level or in a specific function of the organization.

  • “Interim and temporary management service” 

In this case, we are talking about the possibility of incorporating a “high value-added service”, even when itis carried out on a one-person basis, instead of an “employee”. This service will be developed for a limited period and with the corresponding powers, having an absolute focus on a management that achieves the expected results

  • “Determined key function”

Here we mean that you will develop your efforts in relation to a key function of the organization, whether as a general manager, as a finance, human resources, technology, production executive or any function that is defined as key and strategic for the company.

Why in some cases is it better to opt for an interim manager than to hire a replacement?

Obviously, the most used alternative is to search for a new resource in the market and proceed to the corresponding replacement. But in many cases, it is more convenient to lean towards this interim management solution than that of a permanent replacement of the current executive. Let’s look at the following analysis:

On the one hand, when it is imperative to solve a strategic management problem, we are talking about the need to have a very high-level professional profile, with an important background of experience and a great baggage of knowledge and skills, but simultaneously, which can achieve the goals in the short and medium term.

Let’s think that a process of search or hunting of a profile of this nature, involves between 4 and 6 months, plus the time of induction and adaptation of the executive to the organization, would be another 2 to 3 months, that is to say that we speak of a range of real availability time of between 6 to 9 months, and many times it’s more time.

“An Interim Manager has a different mental setup than a permanent and long-term profile in an organization. The professional who develops these services has an imprint and a slogan based on services, and his focus is the resolution of complex problems in short terms, feeling comfortable for the achievement of this type of objectives.”

In the case of an Interim Management, the availability of the service is between 1 to 4 weeks, with a professional who is trained to understand the situation of the company in approximately 15 days and be able to manage changes from the 30th day of your start of tasks. Additionally, this professional knows that he has a very limited time to achieve results and his margin of error is practically zero.

This solution allows the company to have a plan that quickly reverses the situation and take strategic measures immediately, while having the possibility of validating whether that professional could become a permanent alternative or that he is the person who seeks his successor, before the end of his term, make the transfer to his permanent successor.

In general, an Interim Manager has a different mental setup than a permanent and long-term profile in an organization. The professional who develops these services has an imprint and a slogan based on services, and his focus is the resolution of complex problems in short terms, feeling comfortable for the achievement of this type of objectives.In the case of permanent executives, they prefer to have longer management terms whose security is based on the permanence over time in an organization and the generation of root ties in that same period of time. This does not mean that one profile is better or worse than the other, simply that they are profiles with different characteristics for very different circumstances, organizations, conjunctures, and situations.

“There is the possibility for shareholders to keep that Interim Manager, once his term in the function ends, but now adding him in a different function, in the board of the organization, generating added value for his experience and greater spectrum of vision.”

On the other hand, there is the possibility for shareholders to keep that Interim Manager, once his term in the function ends, but now adding him in a different function, in the board of the organization, generating added value for his experience and greater spectrum of vision.

This occurs on many occasions since, by knowing the organization, by its management period and having achieved or exceeded the objectives that had been defined, it can support in the making of future strategic decisions in the medium and long term.

We can also visualize Interim Management in different facets of application, in which it turns out to be a solution fully adapted to the specific need, such as temporary coverage of positions, operational and performance improvement, crisis management, restructuring, merger & acquisition processes and support in Start-ups or companies at an inflection point.

We are in a new era in which many business paradigms have been changed due to the pandemic caused by Covid, further enhanced by the war between Russia and Ukraine. To this we must add a factor that in Latin America we had been seeing that was developing very slowly, but that, in developed economies, had been growing in a vertiginous way, which is innovation as a continuous process of growth using information technology as a driver based on competitiveness.

For which business, human capital continues to be the key piece for its evolution, but with all this new reality, it is imperative to manage resources intelligently, with maximum efficiency to be able to return to the sustained growth of organizations and Interim Management is a powerful solution and of very high added value for the needs of current organizations.

#pablo lieker #management #interim management #leadership #innovation #business strategy #business transformation #i-nnovagroup

Link to original Publication

The post What is Interim Management? appeared first on pablolieker.

]]> https://pablolieker.com/en/2022/09/13/interim-management-is-an-extremely-powerful-solution-for-solving-strategic-management-problems-in-a-company-based-on-hiring-an-interim-and-temporary-management-service-for-a-specific-key-function/feed/ 0 3600 ISO 9001 – IT Certification support https://pablolieker.com/en/2022/02/04/iso-9001-it-certification-support/ https://pablolieker.com/en/2022/02/04/iso-9001-it-certification-support/#respond Fri, 04 Feb 2022 16:23:00 +0000 https://pablolieker.com/?p=1457 ISO 9001 – IT Certification support COMPANY: CUSTOMER: FUNCTION: ROLE: INDUSTRY: I-NNOVA Advisory CM VALKIRIA Partner in Charge Strategic Advisory & Board Education – Consumer Business BRIEF DESCRIPTION: During the year 2021 the company CM Valkiria, specialized in the design, development, manufacture, import and commercialization of didactic and educational material, within its strategic growth plan […]

The post ISO 9001 – IT Certification support appeared first on pablolieker.

]]>

ISO 9001 - IT Certification support

COMPANY:

CUSTOMER:

FUNCTION:

ROLE:

INDUSTRY:

I-NNOVA Advisory

CM VALKIRIA

Partner in Charge

Strategic Advisory & Board

Education - Consumer Business

BRIEF DESCRIPTION:

During the year 2021 the company CM Valkiria, specialized in the design, development, manufacture, import and commercialization of didactic and educational material, within its strategic growth plan decided to underpin the formalization and growth of its business, entering the ISO 9001-2015 Certification process. As a strategic technology advisor, I supported them in the preparation and certification of all the Information Technology processes of the business. Thanks to the joint work of the entire organization, CM Valkiria made its ISO 9001-2015 certification a reality and is currently the only Peruvian company in the industry with this quality certification.

The post ISO 9001 – IT Certification support appeared first on pablolieker.

]]> https://pablolieker.com/en/2022/02/04/iso-9001-it-certification-support/feed/ 0 1457 Member of the Board – Digital Transformation & New Business creation https://pablolieker.com/en/2022/02/03/member-of-the-board-digital-transformation-new-business-creation/ https://pablolieker.com/en/2022/02/03/member-of-the-board-digital-transformation-new-business-creation/#respond Thu, 03 Feb 2022 16:17:00 +0000 https://pablolieker.com/?p=1470 Member of the Board – Digital Transformation & New Business creation COMPANY: CUSTOMER: FUNCTION: ROLE: INDUSTRY: I-NNOVA Advisory ASISTUA External Director Business Advisory Virtual Services BRIEF DESCRIPTION: In 2018 a group of entrepreneurs had the vision of creating a Backoffice services company based on a hybrid business model that would contemplate outsourcing such as virtualization, […]

The post Member of the Board – Digital Transformation & New Business creation appeared first on pablolieker.

]]>

Member of the Board - Digital Transformation & New Business creation

COMPANY:

CUSTOMER:

FUNCTION:

ROLE:

INDUSTRY:

I-NNOVA Advisory

ASISTUA

External Director

Business Advisory

Virtual Services

BRIEF DESCRIPTION:

In 2018 a group of entrepreneurs had the vision of creating a Backoffice services company based on a hybrid business model that would contemplate outsourcing such as virtualization, in order to be able to provide services with adequate prices to small- and medium size businesses. A business model based on the maximum use of technology and the availability of personnel without geographical borders was achieved. Months later, with the appearance of Covid, this service seemed tailor-made for SMEs. 

They gave me the opportunity to develop the concept of the company, its structuring and initial start-up, to later accompany it in its growth from a purely strategic role, as a member of the company’s Steering Committee. 

Currently the company is growing steadily providing Virtual Assistants, Marketing Agency and Digital Sales services, virtualized Sales services, administration services and technological support services, thus covering the entire value chain, from pre-sales to administration, which allows a small or medium-sized company to be flexible and substantially reduce its operating and labor costs.

LIDERAZGO

COMUNICACIÓN PRODUCTIVA

The post Member of the Board – Digital Transformation & New Business creation appeared first on pablolieker.

]]> https://pablolieker.com/en/2022/02/03/member-of-the-board-digital-transformation-new-business-creation/feed/ 0 1470 Business Transformation I-NNOVA Group for SMB https://pablolieker.com/en/2022/02/02/business-transformation-i-nnova-group-for-smb/ https://pablolieker.com/en/2022/02/02/business-transformation-i-nnova-group-for-smb/#respond Wed, 02 Feb 2022 16:12:00 +0000 https://pablolieker.com/?p=1480 Business Transformation I-NNOVA Group for SMB COMPANY: CUSTOMER: FUNCTION: ROLE: INDUSTRY: I-NNOVA Advisory Grupo I-NNOVA CEO Start Up development Professional Services BRIEF DESCRIPTION: In 2015, after a long time of professional development in large corporations, the possibility arose, through the initiative of some former Big Four partners, of setting up a business consulting company focused […]

The post Business Transformation I-NNOVA Group for SMB appeared first on pablolieker.

]]>

Business Transformation I-NNOVA Group for SMB

COMPANY:

CUSTOMER:

FUNCTION:

ROLE:

INDUSTRY:

I-NNOVA Advisory

Grupo I-NNOVA

CEO

Start Up development

Professional Services

BRIEF DESCRIPTION:

In 2015, after a long time of professional development in large corporations, the possibility arose, through the initiative of some former Big Four partners, of setting up a business consulting company focused on small and medium-sized companies.

They offered me this new challenge and I took it upon myself to structure I-NNOVA Advisory from scratch and grow that business. We have achieved a good position in the local market, offering professional services and projects based on always exceeding customer expectations. 

Currently I-NNOVA Advisory has 5 Consulting business units that are Strategy and Operations, Human Capital Services, Technology Services, Risk Management, Accounting-Tax Services and Legal Services. Additionally, 2 new businesses were created, which were included in I-NNOVA Digital Transformation, which aims to develop businesses, projects and products based on digital transformation specifically and finally I-NNOVA Relocation, which provides complementary services of executive relocation. 

All these businesses have now come under the orbit of I-NNOVA Group and this allowed me to get to know in depth the culture and reality of the way of operation and business of small and medium-sized companies, thus achieving, complementing and providing a comprehensiveness of knowledge to my professional experience.

LIDERAZGO

COMUNICACIÓN PRODUCTIVA

The post Business Transformation I-NNOVA Group for SMB appeared first on pablolieker.

]]> https://pablolieker.com/en/2022/02/02/business-transformation-i-nnova-group-for-smb/feed/ 0 1480 Business Transformation I-NNOVA Digital New Business Unit creation https://pablolieker.com/en/2022/02/01/business-transformation-i-nnova-digital-new-business-unit-creation/ https://pablolieker.com/en/2022/02/01/business-transformation-i-nnova-digital-new-business-unit-creation/#respond Tue, 01 Feb 2022 16:06:00 +0000 https://pablolieker.com/?p=1516 Business Transformation I-NNOVA Digital New Business Unit creation COMPANY: CUSTOMER: FUNCTION: ROLE: INDUSTRY: I-NNOVA Advisory I-NNOVA Digital Transformation Partner in Charge New Business Creation Digital Services BRIEF DESCRIPTION: As part of the innovation policy as a continuous process of improvement, in 2018 new strategies were defined for maximum use of the organization’s knowledge in alignment […]

The post Business Transformation I-NNOVA Digital New Business Unit creation appeared first on pablolieker.

]]>

Business Transformation I-NNOVA Digital New Business Unit creation

COMPANY:

CUSTOMER:

FUNCTION:

ROLE:

INDUSTRY:

I-NNOVA Advisory

I-NNOVA Digital Transformation

Partner in Charge

New Business Creation

Digital Services

BRIEF DESCRIPTION:

As part of the innovation policy as a continuous process of improvement, in 2018 new strategies were defined for maximum use of the organization’s knowledge in alignment with the vision of future market needs and trends, for which one of the projects was to expand the base of the I-NNOVA Advisory portfolio towards solutions and products in the field of Digital Transformation. 

Based on the market analysis carried out, it was detected the need to shore up various market niches that had very ambiguous or low-value-added solutions, such as the case of Digital Advertising aimed at increasing customer sales, and more specifically, at the point of sales to support impulse sales and product promotion. 

With this new business strategy, it was decided to set up the I-NNOVA Digital Transformation business unit to optimize P&L management and focus efforts, resources and results based on the new business modality much more oriented to the sale of product instead from the sale of projects of the consulting business unit. 

This decision was of a strategic nature so that the group would have a business unit that would become the Base-Line for generating income and covering costs and that the consulting field, with a saw-type business modality, would allow a better base of growth of I-NNOVA as a whole and more sustainable over time.

LIDERAZGO

COMUNICACIÓN PRODUCTIVA

The post Business Transformation I-NNOVA Digital New Business Unit creation appeared first on pablolieker.

]]> https://pablolieker.com/en/2022/02/01/business-transformation-i-nnova-digital-new-business-unit-creation/feed/ 0 1516