Rohit Suri

I have regular conversations with organisations about the growth of the Interim Executive market in Australia over the last few years as well as some of the misconceptions that Consultants and Interim Executives are the same thing. Consultants and Interim Executives serve distinct roles within organisations, though there can be some overlap in their functions. Here are the key differences between the two: 1. Purpose and Scope of Work: Consultants: Consultants are typically hired to provide advice, expertise, and recommendations on specific projects or issues. They may conduct assessments, analyse data, develop strategies, and offer recommendations for improvement. Consultants often work on short-term projects and are not directly responsible for implementing their recommendations. Interim Executives: Interim executives are brought in to temporarily fill leadership positions within organisations. They assume the full responsibilities of the role they are filling, including decision-making authority and accountability for delivering outcomes. 2. Duration of Engagement: Consultants: Consultant engagements can vary widely in duration, ranging from a few weeks to several months or even years, depending on the complexity of the project and the client's needs. Interim Executives: Interim Executive engagements are typically shorter-term assignments, ranging from a few months to a year or more. The average Interim Assignment is just over 6 months. 3. Level of Authority and Responsibility: Consultants: Consultants provide recommendations and advice to decision-makers within the organisation but generally do not have direct authority over operations or people. They work collaboratively with internal stakeholders to implement their recommendations. Interim Executives: Interim executives assume full leadership authority and responsibility for the areas they oversee. They make decisions, implement strategies, and manage teams as if they were permanent members of the executive team. 4. Engagement Model: Consultants: Consultants typically work as independent contractors or are employed by consulting firms. They are engaged by clients on a project basis and are compensated for their time and expertise. Interim Executives: Interim executives may work as independent contractors, through Search firms, or as employees of the organisation. They are engaged to fill specific executive roles for a defined period and are either on a daily rate or fixed-term salary. Consultants and Interim Executives serve distinct roles within organisations and both can be the right solution at different times depending on the situation. ------------------------- If you need interim leadership support or are kicking off a transformation initiative over the next quarter and could use some expertise, shoot me a message or email at [email protected] #leadership #interimexecutive

8

I have regular conversations with organisations about the growth of the Interim Exec market in Australia over the last few years as well as some of the misconceptions that Consultants and Interim Executives are the same thing. Consultants and Interim Executives serve distinct roles within organisations, though there can be some overlap in their functions. Here are the key differences between the two: 1. Purpose and Scope of Work: Consultants: Consultants are typically hired to provide advice, expertise, and recommendations on specific projects or issues. They may conduct assessments, analyse data, develop strategies, and offer recommendations for improvement. Consultants often work on short-term projects and are not directly responsible for implementing their recommendations. Interim Executives: Interim executives are brought in to temporarily fill leadership positions within organisations. They assume the full responsibilities of the role they are filling, including decision-making authority and accountability for delivering outcomes. 2. Duration of Engagement: Consultants: Consultant engagements can vary widely in duration, ranging from a few weeks to several months or even years, depending on the complexity of the project and the client's needs. Interim Executives: Interim Executive engagements are typically shorter-term assignments, ranging from a few months to a year or more. The average Interim Assignment is just over 6 months. 3. Level of Authority and Responsibility: Consultants: Consultants provide recommendations and advice to decision-makers within the organisation but generally do not have direct authority over operations or people. They work collaboratively with internal stakeholders to implement their recommendations. Interim Executives: Interim executives assume full leadership authority and responsibility for the areas they oversee. They make decisions, implement strategies, and manage teams as if they were permanent members of the executive team. 4. Engagement Model: Consultants: Consultants typically work as independent contractors or are employed by consulting firms. They are engaged by clients on a project basis and are compensated for their time and expertise. Interim Executives: Interim executives may work as independent contractors, through Search firms, or as employees of the organisation. They are engaged to fill specific executive roles for a defined period and are either on a daily rate or fixed-term salary. Consultants and Interim Executives serve distinct roles within organisations and both can be the right solution at different times depending on the situation. ------------------------- If you need interim leadership support or are kicking off a transformation initiative over the next quarter and could use some expertise, shoot me a message or email at [email protected] #leadership #interimexecutive

17

2 Comments

So excited to be part of this Summit - a must attend for HR professionals, P&C leaders, L&D experts, and OD specialists across Aotearoa New Zealand! I'll be representing the Institute of Managers and Leaders Australia and New Zealand and sharing insights to empower personal and organisational growth through storytelling and personal branding. Check out the post below for tickets and more information. #humanresources #peopleandculture #learninganddevelopment #organisationaldevelopment #aotearoa #newzealand #leadership #personaldevelopment #storytelling #personalbranding _________ 📝 Elevate your career with actionable insights on recruitment, personal branding, people & culture, leadership, and mentorship. I place top talent, mentor at all levels, and help individuals and teams achieve their goals. ✅ Follow advovation, Rose-Marie Nathan, and customise talent partners for more 📧 DM to collaborate

12

In a shifting market, leaders must navigate complex decisions with far-reaching implications. @Talent’s latest guide offers insights from 26 experienced leaders to help you chart a course to business success. Grab your copy here: https://lnkd.in/gXUb_r-B #newzealand #businessleaders #keystrategies #NZeconomy #leadersguide

4

For anyone who’s interested in a simple and effective way to improve your cash collection process, feel free to jump on this webinar.

17

1 Comment

81% of Australian tech executives say they are struggling to keep up with the pace of change. Learn more in our report

13

Move beyond sustainability compliance to creating business value. A great perspective on the importance of the role of the CFO in this pursuit and a clear strategy to drive impact and realise value.

18

MBA or no MBA. A dilemma. Throw in your thoughts below. A client of mine is an engineer with eight years work experience and an aspiration to get into a top tier management consulting firm. E.g. McKinsey, BCG or Bain. In Australia. My own MBA from IIM helped me completely transform my career trajectory, from IT consulting to Investment Banking and Consulting. My pay transformed too. But that was in India. Australian recruiters value experience more than education. But then, getting into the MBBs isn't the easiest. On the other hand, an MBA is an expensive undertaking. What do you think? MBA or no MBA? What more can my client do to achieve their aspiration? Bonus points for any engineer, non-MBA at MBB now. What's your experience? *** If you're a mid career professional looking to rebuild your career in Australia, or through a period of transition, book time with me on topmate.io/baishakhiconnor

47

18 Comments

This report examines what a credible plan to decarbonise Australia’s transport sector could look like, going beyond electric vehicles and giving the country more options to reduce the third-largest and fastest-growing source of emissions.

1

Interesting Stats for Australians Industries.

5

1 Comment

Change is constant and there are many different challenges that businesses are facing now and will face in the future. Decisions around investment, staffing, and operations can be complex, with far-reaching implications for the future.   Launching today, Talent’s Leading Through Turbulent Waters guide draws on the expertise of seasoned leaders who have successfully steered their organisations through challenging markets before. Their experiences offer valuable lessons in resilience, adaptability, and strategic thinking. Read the report here - https://lnkd.in/gC785kpT As you plan your next steps, consider how your approach today will shape your business tomorrow. We are here to support you on this journey, and we hope this guide serves as a valuable resource as you lead your teams through the months ahead. As always - if you'd like to pick up on this conversation, please let me know. #newzealand #businessleaders #keystrategies #NZeconomy

30

📣 Announcement 📣 If you are a Brisbane based leader and you want to take your leadership and the growth of your business to the next level…. Then this In-Person Executive Masterclass with Dave Clare is just what you need to propel you in to 2025!

6

❇️FREE Meetup Hybrid Event for Financial Modellers and FP&A 🎉Unlock the Secrets of Survival, Master Scenario Analysis in a World of Unpredictable Laws and Trading Tsunamis🎉 ❇️When: August 21st 2024 ✳️Join the Financial Modelling in Excel Melbourne meetup on Wednesday, 21st of August, for an insightful hybrid webinar where we delve into the art of scenario analysis with both #Excel and #PowerBI using just native tooling. Scenario analysis is powerful when navigating the volatile landscape of unpredictable laws and trading challenges.💪 Learn from industry experts on how to anticipate and adapt to market shifts, ensuring your business stays resilient and competitive in any environment. Make the best of volatile conditions and turn them into opportunities.😀 We may even have a simulation financial model on SVB (Silicon Valley Bank) just to keep it REAL!😂 Registration opens at 4:30 PM | Webinar: 5:00-6:00 PM For in-person attendees, there will be food, drinks, and the opportunity to network from 6:00 pm Secure your spot now below 👇 🤑REGISTER FOR FREE💰

12

6 Comments

This AFR article is a good summary and explanation of the proposed changes to the the Aged Care Act.

2

I'm excited to share with you a NEW Reo Group EVENT: Combatting Stress and Burnout in Today’s Workplace. A recent study showed that Australian workers reported the highest burnout rates in the world. An alarming 61% of Australian workers reported experiencing burnout, compared to the global average of 48%. This trend has seen burnout rates increase significantly in 2023/24, leading to burnout being attributed to 40% of employee resignations. The economic impact of this can be significant and will affect your company at some stage! ❓Do you have burnout? ❓Does your team have burnout? ❓Does your Boss have burnout? ❓AND what can you do about it? You can come along to Reo Groups event on the 1st of August 2024! Please reach out to me to register your interest.

18

3 Comments

Why is running an NDIS business becoming increasingly challenging? Eleos Consultancy sheds light on the key factors driving this complexity: 🔹 Increased Regulatory and Compliance Requirements 🔹 Financial Pressures and Thin Profit Margins 🔹 Workforce Challenges with High Turnover Rates 🔹 Intense Market Competition and the Need for Differentiation 🔹 Technological Integration Demands 🔹 Evolving Participant Needs and Quality Expectations 🔹 Complex Funding and Billing Mechanisms How can Eleos Consultancy assist? 🔸 Compliance Support 🔸 Financial Management Strategies 🔸 Workforce Solutions 🔸 Market Positioning Expertise 🔸 Tailored Technology Integration 🔸 Service Innovation Support 🔸 Billing and Funding Expertise Navigating these challenges is key to thriving in the NDIS sector. Reach out to Eleos Consultancy for expert guidance in overcoming these hurdles. #NDIS #BusinessChallenges #ConsultancySupport #NDIS #entrepreneurship

2

There are some very interesting numbers presented by the CEO of LaunchVic the Victorian Government startup agency. The agency was founded in 2016, so in 8 years has overseen some impressive growth in the sector. Tripled the number of startups to 3,400+ (NZ apparently has around 2,400). The value (not sure how this is measured) has grown from $5.3b to $103b. Seen A$1.3b or private sector capital activated. The growth and development of the Australian innovation sector (which was behind NZ for the first decade of the 2000s has accelerated over the past decade and left NZ behind. We should be asking how effective our government support programmes have been when we see what has been achieved in other markets. And in Victoria's case looks like with a lot smaller budget invested and over a much short time. We encourage founders to think on a global scale and to reach to be the best, should we not be asking the same of those set up to support them?

8

7 Comments