ChangeGroup & Prosegur Change’s Post

🌟 𝗜𝗻 𝗦𝗲𝗮𝗿𝗰𝗵 𝗼𝗳 𝗮 𝗠𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴 𝗠𝗮𝗻𝗮𝗴𝗲𝗿/𝗗𝗶𝗿𝗲𝗰𝘁𝗼𝗿? 𝗧𝗵𝗶𝗻𝗸 𝗜𝗻𝘁𝗲𝗿𝗶𝗺! 🔍 Did you know the process to 𝗳𝗶𝗻𝗱, 𝗵𝗶𝗿𝗲, 𝗮𝗻𝗱 𝗼𝗻𝗯𝗼𝗮𝗿𝗱 𝗮 𝗻𝗲𝘄 𝗠𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 𝗼𝗳𝘁𝗲𝗻 𝗲𝘅𝘁𝗲𝗻𝗱𝘀 𝗼𝘃𝗲𝗿 𝟰-𝟲 𝗺𝗼𝗻𝘁𝗵𝘀? In this essential phase, an ad interim manager can significantly benefit your team. 𝗦𝗺𝗼𝗼𝘁𝗵 𝗢𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴: An interim Marketing Manager plays a crucial role in preparing the groundwork for the new manager's arrival, ensuring a streamlined and efficient transition. This includes establishing processes, aligning team objectives, and creating a welcoming environment for the new leader. By handling these foundational tasks, the interim manager not only eases the onboarding process but also sets the stage for the new manager's success, allowing them to integrate quickly and effectively into their role. 🚀 With an interim expert, you can ensure a seamless handover and a solid foundation for your new marketing leadership! #ClearPath #MarketingLeadership #InterimManagement #StrategicHiring #BusinessContinuity

The value of a digital agency is directly related to the quality of its leadership and management. The more experienced and sophisticated they are, the more likely it is that they’ll grow faster and operate more efficiently than their competition. Here's the TL;DR from my latest newsletter that dives into this (link in comments to the full newsletter): - There are three core areas that you need experienced managers to lead: Revgen, Value delivery, and Ops. - You can build your management team through acquihires, hiring from bigger agencies (but not too big), and hiring from industry. - Don’t be afraid to remove those who don’t fit. - As you fill out your management team, level up your agency’s sophistication by setting a solid strategic foundation, planning for the future, and elegantly integrating your agency’s functions.

Hands down, one of our most common questions ☝🏼 A: The marketing principles and processes we use at TMR remain consistent across all industries. Our qualified and experienced team excels at applying these proven strategies to any business, ensuring success no matter the field. Our Marketing Managers join our team with 10+ years of experience in marketing, strategy, and leadership, to name a few.   Sometimes, it may align that they have specific industry experience. However, they are also marketing generalists who know what needs to be done at a high level to achieve specific business goals.   With a team of 50+ experienced Marketing Managers across Australia who collaborate daily, we're guaranteed access to experience in all industries and niches in some way, shape, or form.   That's the #TMR difference! #marketingmanagers #marketingconsultants

What do you think is the hardest job in Corporate? Not an easy question to answer as each role presents its own unique challenges. If I had to pick, I'd say VP. Why? 5 Reasons A Significant Change in Brand is Required to Land and Do the Job Your Role is Highly Undefined. Most of it Isn't Written in a JD.   You are Accountable for Operationalizing the Entire Strategy Across Functional Pillars. You are Responsible for Managing Up, Down & Across in Almost Equal Measure You Essentially Run the Company - Did You Get it Done? Yes or No?

Career Development: What does it really means to be a manager, Director, or VP? A theme I've noticed amongst Founder / CEOs is general apathy for procedural HR practices and laddered performance objectives and measures. What they are a huge fan of is appetite from their team to drive the business forward and make it hugely successful, something that they as leaders are responsible for intrinsically instilling in them. It's interesting then to read that Dave Kellogg holds a similar view, and outlines a simple framework for thinking about how people need to level up in management and leadership positions, and how to determine if your team are doing so (link to article in comments 👇): "𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗮𝗿𝗲 𝗽𝗮𝗶𝗱 𝘁𝗼 𝗱𝗿𝗶𝘃𝗲 𝗿𝗲𝘀𝘂𝗹𝘁𝘀 𝘄𝗶𝘁𝗵 𝘀𝗼𝗺𝗲 𝘀𝘂𝗽𝗽𝗼𝗿𝘁. They have experience in the function, can take responsibility, but are still learning the job and will have questions and need support. They can execute the tactical plan for a project but typically can’t make it". "𝗗𝗶𝗿𝗲𝗰𝘁𝗼𝗿𝘀 𝗮𝗿𝗲 𝗽𝗮𝗶𝗱 𝘁𝗼 𝗱𝗿𝗶𝘃𝗲 𝗿𝗲𝘀𝘂𝗹𝘁𝘀 𝘄𝗶𝘁𝗵 𝗹𝗶𝘁𝘁𝗹𝗲 𝗼𝗿 𝗻𝗼 𝘀𝘂𝗽𝗲𝗿𝘃𝗶𝘀𝗶𝗼𝗻 (“set and forget”). Directors know how to do the job. They can make a project’s tactical plan in their sleep. They can work across the organization to get it done. I love strong directors. They get sh*t done". "𝗩𝗣𝘀 𝗮𝗿𝗲 𝗽𝗮𝗶𝗱 𝘁𝗼 𝗺𝗮𝗸𝗲 𝘁𝗵𝗲 𝗽𝗹𝗮𝗻 [𝗮𝗻𝗱 𝗯𝗲 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗹𝗲 𝗳𝗼𝗿 𝗶𝘁*]. Say you run marketing. Your job is to understand the company’s business situation, make a plan to address it, build consensus to get approval of that plan, and then go execute it". * "Part of truly operating at the VP level is to internalize this fact. You are accountable for results. Make a plan that you believe in. Because if the plan doesn’t work, you can’t hide behind approval. Your job was to make a plan that worked". I share reflections and resources for 𝗖𝗘𝗢𝘀 𝗮𝗻𝗱 𝘀𝗲𝗻𝗶𝗼𝗿 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲𝘀. If you would like more, then follow the link in my profile to sign up to my free Newsletter. It’s 𝗿𝗲𝗮𝗱 𝗯𝘆 𝟭,𝟮𝟰𝟲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 approximately once a month 🖊️📧

Why do your colleagues get promoted while you remain unnoticed? It’s all about visibility 👇 In HR calibration meetings, those who are top of mind get the nod. It's not only about how good they are in their jobs It's also about being the one leaders will remember when they have to decide who gets the promotions Here’s how you can be one of them. 1. Master Storytelling - Get in front of meetings and prepare your presentations - Keep it concise, impactful, and useful 2. Make Presentations Memorable - Engage your audience and be the face of your message - Practice delivering confidently 3. Seek Feedback - Regularly ask for feedback from peers and supervisors - Use it to improve and show your growth 4. Network Strategically - Build relationships with key influencers - Attend events, join cross-department projects, and find mentors 5. Document Achievements - Keep a detailed record of your accomplishments - Highlight the impact of your work 6. Volunteer for High-Visibility Projects - Take on projects visible to upper management - Showcase your skills and leadership 7. Be Consistent - Ensure your performance is steady and reliable. - Build trust and stand out in calibration discussions. Visibility is key No one will defend you if they don't know you

🔷Hiring Managers: Navigating the talent market in the sports executive sector? 🔷 Check out our latest insights article for valuable advice on: “Questions Every Hiring Manager Must Ask?” #SportsExecutiveJobs #sportsbusiness

With the "Part-time CMO" craze, many have forgotten what the CMO job (really) is. For me, there are 6 key responsibilities: - Strategy and planning - Team management - Collaboration with other functions - Analysis and follow-up - Innovation & adaptability - Leadership and personal development Of course, to this must be added a certain amount of "execution" on key tasks (especially in start-ups), but the big jobs are there. To help you get started, or if you're looking to recruit a CMO, here's a list of tasks that can help you build your job desc, pilot performance, and so on. We've also added : → 90-day action plan → Time allocation → Key skills → Useful tools for taking up a job

Operational leadership role in Perth

⚡ Is the best Sales-Rep also the best “next” Team leader or Group-Manager ?!? ⚡     I know that this is a rhetorical question but how is it working in reality within your Teams?   Do you always search for new (external) Managers?  Do you check your internal candidate capabilities in terms of leadership before appointing them to a leadership role? Do you help & support your internal high-potentials to evolve to the next level?   All of this is a tricky topic and not always easy to turn it into the best - for the employee - for the employer. And this without demotivating candidates.   PROFILE by MBR can help you to bring the whole process to the next level - make it transparent and a real support - for the employee - for you as an employer.   We profile employees, give clear advise on development needs as well as on shortfalls.   Use our many, many years of experience in Sales, Marketing, Service and other customer facing Management roles.   With PROFILE, you get 97% certainty of results.   And if you need me to do so – we can scale and expand this process up to an individualized consulting at your local premises or Europe / Global HQ.   Direct contact at: ts@mbr.beratung.eu   #TheBestFit #management #Führung #hr