Valtus Alliance’s Post

Overcoming Cultural Challenges in Restructuring with Executive Interim Managers   Hajime Baba, CEO of our Valtus Alliance partner Clareza Partners in Japan, gives his insights on how to leverage restructuring through Executive Interim Management.   Restructuring is inherently complex, but cultural differences amplify the challenges by influencing how employees and customers perceive change.   It is very difficult for foreign managers to determine whether an opposition to change is simply stereotypes or resistance to the change itself, or whether it is something that goes against the country's culture and values.   "In reality, it is often a mix. Especially in regions with unique cultures like Japan, these differences tend to be misperceived by overseas decision makers, and result in forcing changes that damage the company's customer relationships and competitive advantages." says Hajime Baba.   Executive Interim Managers can play a crucial role in such situations. They are experienced professionals who not only bring specialized expertise, objectivity, and leadership, but also an in-depth understanding of the local culture and values.   "Executive Interim Manager's role in restructuring is to be the catalyst for leading and facilitating changes that increase corporate value. Interim Managers enable organizations to overcome the challenges due to cultural differences and navigate the complexities of restructuring more effectively, ensuring a smoother transition and long-term sustainability." Hajime consludes.   #executiveinterimmanagement #restructuring #leadership  

Overcoming Cultural Challenges in Restructuring with Executive Interim Managers Hajime Baba, CEO of our Valtus Alliance partner Clareza Partners in Japan, gives his insights on how to leverage restructuring through Executive Interim Management. Restructuring is inherently complex, but cultural differences amplify the challenges by influencing how employees and customers perceive change.   It is very difficult for foreign managers to determine whether an opposition to change is simply stereotypes or resistance to the change itself, or whether it is something that goes against the country's culture and values.   "In reality, it is often a mix. Especially in regions with unique cultures like Japan, these differences tend to be misperceived by overseas decision makers, and result in forcing changes that damage the company's customer relationships and competitive advantages." says Hajime Baba.   Executive Interim Managers can play a crucial role in such situations. They are experienced professionals who not only bring specialized expertise, objectivity, and leadership, but also an in-depth understanding of the local culture and values.   "Executive Interim Manager's role in restructuring is to be the catalyst for leading and facilitating changes that increase corporate value. Interim Managers enable organizations to overcome the challenges due to cultural differences and navigate the complexities of restructuring more effectively, ensuring a smoother transition and long-term sustainability." Hajime consludes. #executiveinterimmanagement #restructuring #leadership

Overcoming Cultural Challenges in Restructuring with Executive Interim Managers Hajime Baba, CEO of our Valtus Alliance partner Clareza Partners in Japan, gives his insights on how to leverage restructuring through Executive Interim Management. Restructuring is inherently complex, but cultural differences amplify the challenges by influencing how employees and customers perceive change.   It is very difficult for foreign managers to determine whether an opposition to change is simply stereotypes or resistance to the change itself, or whether it is something that goes against the country's culture and values.   "In reality, it is often a mix. Especially in regions with unique cultures like Japan, these differences tend to be misperceived by overseas decision makers, and result in forcing changes that damage the company's customer relationships and competitive advantages." says Hajime Baba.   Executive Interim Managers can play a crucial role in such situations. They are experienced professionals who not only bring specialized expertise, objectivity, and leadership, but also an in-depth understanding of the local culture and values.   "Executive Interim Manager's role in restructuring is to be the catalyst for leading and facilitating changes that increase corporate value. Interim Managers enable organizations to overcome the challenges due to cultural differences and navigate the complexities of restructuring more effectively, ensuring a smoother transition and long-term sustainability." Hajime consludes. #executiveinterimmanagement #restructuring #leadership

The role of *a CEO* today is a high-wire act, balancing the *aspirations of promoters with the practical execution of middle management* . CEOs must navigate a fast-paced, *unpredictable business* environment, where their *decisions are scrutinized and amplified.* No longer just decision-makers, they are seen as embodiments of resilience, adaptability, and *foresight* . The demands on CEOs are immense, requiring a blend of ambition and pragmatism, while coping with *external forces and technological disruptions.* Success hinges on not only delivering results but also creating resilient systems that endure beyond their tenure. True leadership involves bridging gaps, fostering trust, and *empowering others to achieve collective progress* . https://lnkd.in/gvurX78e

🌟 Why Interim Executives Are Essential to Your Business Strategy 🌟 In today's rapidly changing business landscape, agility and expertise are more than just advantages—they're necessities. This is where the power of interim executives comes into play, providing a strategic edge that can significantly impact your company's trajectory. 🚀 ✨ Immediate Impact: Interim executives bring seasoned leadership to the table from day one, ensuring that your business doesn't just maintain momentum, but accelerates. Their experience across various industries and scenarios allows them to hit the ground running, implementing changes and strategies that drive results. 🔍 Specialized Skill Sets: Whether navigating through a period of transformation, filling a sudden gap in leadership, or spearheading a critical project, interim executives come equipped with the specialized skills and knowledge your company needs at precisely the right time. 🌱 Flexibility and Innovation: They offer a fresh perspective and are not bound by the company's past culture or politics, which makes them perfect catalysts for innovation and change. Their objective viewpoint can uncover new opportunities for growth and efficiency. 🤝 Risk Mitigation: Hiring an interim executive is a strategic move that allows your company to assess leadership fit and effectiveness without the long-term commitment. This flexibility can be crucial in periods of uncertainty or transition. 📈 Cost-Effectiveness: With interim executives, you gain access to top-tier talent and leadership without the overhead associated with permanent positions. They're a smart financial decision for projects or transitions with a defined timeframe. Interim executives are not just placeholders; they are transformative leaders who can guide your company through its most critical periods. Whether it's steering through challenging times, managing a merger or acquisition, or driving a specific growth initiative, their strategic involvement can make all the difference. Is your business ready to embrace the strategic agility and expertise that interim executives can bring? Let's discuss how this powerful resource can unlock new levels of success for your organization. 🌟 #InterimExecutives #Leadership #BusinessStrategy #Innovation #ChangeManagement #GrowthMindset

🚀 Elevate your business strategy with the strategic advantage of interim executives. Learn why they're crucial for navigating today's dynamic business landscape in our latest post. 🌟 #InterimExecutives #LeadershipExcellence #BusinessInnovation

"The Chief Executive Officer (CEO), stupid," "The economy, stupid" is a phrase coined by James Carville in 1992. "It's the economy, stupid." Carville was a strategist in Bill Clinton's successful 1992 U.S. presidential election against incumbent George H. W. Bush. In the world of business management, we could apply: "The Chief Executive Officer (CEO), stupid," arguing that what really makes the difference in a company is the person who occupies this role and their decisions. That's probably what many companies thought (and executed) in 2024: Nike, Nestlé, Starbucks, etc. Russell Reynolds Associates(RRA) conducted a study to better understand this pivotal time in a CEO’s journey, looking closely at what new CEOs focus on, what surprises them during their transitions, and what regrets they have. RRA asked participants to rank five priorities in order of importance. Findings: first-timers prioritized meeting with, assessing, changing, and hiring members of their senior leadership team first. Second priority was reviewing and designing the company strategy, followed by performance, culture, and board engagement. On the other hand, there are some CEOs who, in 10 years, have completely changed 80% of the members of the committee (twice!)... amazing. Consistency and long-term commitment are lacking. Let me share with you some of the thoughts I collected from my talks with CEOs in the last weeks: CEO 1 (Banking Services): "For me, it is key that my team has had international experience, ...moving around, ...seeing the company from another perspective, ...it is an indispensable condition to be on the Executive Committee to have stepped out of the comfort zone." CEO 2 (Food&Beverages): "To compete, we need a united team on the Board, I don't want 'silos,' we need to pass the ball. If the company wins, the team wins; if it loses, the team loses. In the corporate world, you are only as good as your last result, it's sad." CEO 3 (Retail): "Corporate culture drives everything, if you neglect the culture, it is the beginning of the end. When you focus on the short term you do not prepare the organization for the next decade. I invest 70% of my time in keeping the culture alive." CEO 4 (Pharma): "Who says AI won't eliminate jobs? What I see is that some jobs will be eliminated and others created, but the net result is fewer jobs." CEO 5 (Industrial): "They say productivity has dropped with home office, but what I tell you is that the desire to push projects forward has dropped. People are disconnecting from the company's purposes: they come, deliver their work, and go back to their lives. We need to inspire our people." At IESE Business School we have been cooperating with CEOs since 1958 "developing leaders you can trust". Let's envision the CEO's needs for the next 15 years... 😊 Enjoy the reading: https://lnkd.in/dYzF7vC6

A CEO, or Chief Executive Officer, is the highest-ranking executive in a company or organization. Their primary role is to make major decisions regarding the company’s direction and strategy. This involves setting goals, defining company policies, and ensuring that the organization is moving toward its objectives. CEOs are responsible for the overall management of the company, including overseeing other executives and managers. The CEO is the face of the company and often represents it in public or with other organizations. They work closely with the board of directors to align the company's strategies with the board's vision and shareholder interests. This role requires a combination of strategic thinking, leadership, and decision-making skills. In addition to setting and executing the company's strategic vision, CEOs must also manage the day-to-day operations and maintain efficient business practices. They often have the final say on significant business decisions, from mergers and acquisitions to major investments. Effective CEOs are also adept at crisis management. When faced with challenges or changes in the market, they must quickly devise and implement solutions to steer the company through difficult times. Communication skills are crucial, as CEOs must articulate their vision and motivate employees, stakeholders, and investors. CEOs need to stay informed about industry trends, competitor activities, and economic conditions to make well-informed decisions. They must balance short-term performance with long-term goals, ensuring the company remains profitable while investing in future growth. The role of a CEO is demanding and often involves long hours and high pressure. They must be resilient, adaptable, and capable of making tough decisions under stress. Their leadership directly impacts the company's culture and can influence employee morale and productivity. CEOs often have extensive backgrounds in business management, finance, or their specific industry, and many have risen through the ranks within their own companies. They may hold advanced degrees such as an MBA, and their experience often includes previous roles in senior management or executive positions. In essence, a CEO’s effectiveness is measured by the company’s performance and its ability to achieve its goals. Their leadership style can significantly shape the company’s success, making the role both challenging and crucial. #snsinstitutions #snsdesignthinkers #designthinking

𝐀𝐒𝐄𝐀𝐍 𝐂𝐄𝐎𝐬 & 𝐂𝐇𝐑𝐎𝐬 𝐈𝐧𝐭𝐞𝐥𝐥𝐞𝐜𝐭𝐮𝐚𝐥 𝐂𝐚𝐩𝐢𝐭𝐚𝐥 𝐗𝐜𝐡𝐚𝐧𝐠𝐞 (𝐈𝐂𝐗) 𝐍𝐞𝐭𝐰𝐨𝐫𝐤 𝐒𝐮𝐜𝐜𝐞𝐬𝐬𝐢𝐨𝐧 𝐏𝐥𝐚𝐧𝐧𝐢𝐧𝐠: 𝐒𝐡𝐨𝐮𝐥𝐝 𝐘𝐨𝐮𝐫 𝐍𝐞𝐱𝐭 𝐂𝐄𝐎 𝐂𝐨𝐦𝐞 𝐟𝐫𝐨𝐦 𝐘𝐨𝐮𝐫 𝐁𝐨𝐚𝐫𝐝? - 𝐇𝐚𝐫𝐯𝐚𝐫𝐝 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐑𝐞𝐯𝐢𝐞𝐰 (𝐍𝐨𝐯𝐞𝐦𝐛𝐞𝐫–𝐃𝐞𝐜𝐞𝐦𝐛𝐞𝐫 𝟐𝟎𝟐𝟒) https://lnkd.in/ggb3xjBE Summary.      These days a growing number of companies are hiring their directors to be their new CEOs. From 2018 to 2023, 10% of incoming CEOs across the S&P 500 and Russell 3000 came from the board. Though this choice is still more an exception than a rule, there are compelling reasons to consider it. As insiders, board members have a valuable feel for the company’s culture, history, and strategy, and as outsiders, they can more easily challenge the company’s existing ways of operating. Board-to-CEO transitions must be handled with care, however. In this article, the authors describe when it makes sense to appoint a board member to the top office, what can go wrong, and how to manage the sensitive dynamics involved to boost the odds of success.   Read further at https://lnkd.in/ggb3xjBE.   We hope you find the following resources helpful. For complimentary resources on best practice tools, frameworks, and approaches to leading successfully in a crisis-laden era of the highly disruptive and digital-driven workplace, visit https://lnkd.in/gQUujRrn. For Video resources on Disruptive Leadership and Contemporary Leadership, visit and subscribe to https://lnkd.in/gt5SfAzs. 𝐏𝐑𝐎𝐅 𝐒𝐀𝐓𝐓𝐀𝐑 𝐁𝐀𝐖𝐀𝐍𝐘, 𝐂𝐌𝐄𝐂 𝐌𝐨𝐝𝐞𝐫𝐚𝐭𝐨𝐫, 𝐀𝐒𝐄𝐀𝐍 𝐂𝐄𝐎𝐬 & 𝐂𝐇𝐑𝐎𝐬 𝐈𝐧𝐭𝐞𝐥𝐥𝐞𝐜𝐭𝐮𝐚𝐥 𝐂𝐚𝐩𝐢𝐭𝐚𝐥 𝐗𝐜𝐡𝐚𝐧𝐠𝐞 𝐍𝐞𝐭𝐰𝐨𝐫𝐤 𝑪𝑬𝑶, 𝑫𝒊𝒔𝒓𝒖𝒑𝒕𝒊𝒗𝒆 𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑰𝒏𝒔𝒕𝒊𝒕𝒖𝒕𝒆 𝑳𝑳𝑪, 𝑵𝒆𝒘 𝒀𝒐𝒓𝒌, 𝑵𝒀 (𝑫𝑳𝑰) 𝑩𝒐𝒂𝒓𝒅 𝑨𝒅𝒗𝒊𝒔𝒐𝒓, 𝑪𝒆𝒏𝒕𝒓𝒆 𝒇𝒐𝒓 𝑬𝒙𝒆𝒄𝒖𝒕𝒊𝒗𝒆 𝑬𝒅𝒖𝒄𝒂𝒕𝒊𝒐𝒏 𝑷𝒕𝒆 𝑳𝒕𝒅, 𝑺𝒊𝒏𝒈𝒂𝒑𝒐𝒓𝒆 (𝑪𝑬𝑬) 𝑨𝒅𝒗𝒊𝒔𝒐𝒓𝒚 𝑪𝒐𝒖𝒏𝒄𝒊𝒍 𝑴𝒆𝒎𝒃𝒆𝒓, 𝑯𝒂𝒓𝒗𝒂𝒓𝒅 𝑩𝒖𝒔𝒊𝒏𝒆𝒔𝒔 𝑹𝒆𝒗𝒊𝒆𝒘 (𝑯𝑩𝑹) 𝐀𝐮𝐭𝐡𝐨𝐫, “𝐓𝐡𝐞 𝐌𝐚𝐤𝐢𝐧𝐠 𝐨𝐟 𝐚 𝐂.𝐑.𝐈.𝐒.𝐈.𝐒. 𝐋𝐞𝐚𝐝𝐞𝐫” (𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐄𝐱𝐩𝐞𝐫𝐭 𝐏𝐫𝐞𝐬𝐬, 𝟐𝟎𝟐𝟓) sattar.bawany@cee-global.com  https://lnkd.in/gjPSYswR Mobile/WhatsApp: +65 9002 3848 #ASEAN #CEO #CHRO #Network #leadership #business #vuca #vucaworld #vucaleadership #disruptiveleadership #disruptiveleaders #disruptivedigitalleaders #disruptiveleadershipinstitute #crisisleadership #crisis #crisismanagement #crisisresponse #leader #leaders #businesssustainability #corporatesustainability #nexgenleaders #leadershippipeline #coachingleaders #executivecoaching #transitioncoaching #managementdevelopment #leadershipdevelopment https://lnkd.in/ggb3xjBE.

McKinsey & Company’s book Power to the Middle, co-authored by Emily Field, Bryan Hancock, and Bill Schaninger, Ph.D., highlights why middle managers should be key talent agents within organizations and be compensated well without necessarily being promoted out of their roles. Applying this lens to the Singapore context, my colleague Cornelius Chang, alongside Emily and Bryan, expanded on this in a recent The Straits Times op-ed. They emphasize the need to shift traditional views and suggest ways employers can recognize and value middle managers to enhance organizational performance. Read more here: https://lnkd.in/gGhxa8ZW #BusinessLeadership #FutureofAsia #FoA