The need for efficiencies in Supply Chain is constant……but in most companies the easy wins were implemented years ago.
So where do we go next?Continue reading
As an Interim Leader your ability to create impact is the key ingredient for both your success and the success of the organisations that hire you. After all, you’ve typically been engaged to implement change and turn the business around in a short amount of time, so you’ve got to hit the ground running.
The first few days are the most crucial in any new interim assignment, whether it’s a transformation, change or a turnaround programme this your opportunity to outline goals, objectives and manage the expectations of the business.
In an ever-evolving business world, organisations can no longer afford to ignore the need for change. To stay ahead of the game, effectively engage with customers and entice top talent, businesses must regularly review all aspects of the organisation and occasionally go through periods of transformation. After all, a business is unlikely to have the ability to operate in a competitive market using out-dated processes.
There aren’t many organisations that I have worked with over the last decade from FTSE 100 to SME’s, that aren’t involved in or planning change. Driven by the current geo-political and economic situation, globalisation agendas, technology advances and mergers or acquisitions, modern leaders can’t hide from change.
It is also widely accepted that people are our greatest asset and yet we seem to forget about them and their needs when we embark on change (and Mr Maslow wouldn’t like that!). For most people change is hard, unwelcome and feared. People are uncomfortable with any uncertainty; especially around change. Consequently, transformation projects can raise concerns, heighten tension and can cause anxiety.