Jonathan Cant’s Post

What sceptics say about high-end self-employment in Singapore: "Fractional executive roles aren't lucrative or common here." What's true: - Fractional CFOs in Singapore can earn S$2,000-S$3,500 per day. - 41% of Singapore SMEs are open to hiring fractional executives to reduce costs. - The Asia-Pacific interim management market is growing at 20% annually. - Experienced fractional CTOs in Singapore can command S$180-S$250 per hour. - 68% of Asian companies plan to increase use of flexible talent for C-suite roles. When positioned correctly, fractional executive roles in Singapore offer premium compensation and strategic impact. Ready to leverage your C-suite experience in the gig economy? Singapore's business landscape is primed for fractional leadership.

Replacing your CEO could cost 2-3X the annual salary of a CEO. 🤯 In 2024, CEO turnover in the Tech and Healthcare sectors remains high. The problem, other than the money you’ve spent, is that your new CEOs coming in to fill these positions now find themselves with a whole new team. A team which they may know very little about. Having a baseline of data and insight into the talents at the executive level can reduce the cost of CEO turnover by accelerating the time it takes for the team to align and be productive. If you find yourself in this position, take advantage of services like The Executive Table Read. This is a key tool for new CEOs to use as they step into a new company and role.

Expanding Horizons in Asia - My Journey with Business Expansion- Opening a Branch or Representative Office ? #BusinessExpansion #Asia #BranchOffice #RepresentativeOffice #MarketEntry #InternationalBusiness #Finance #Leadership #GrowthStrategy # When expanding your business into new markets, the decision to establish a branch or representative office is pivotal. This choice has a profound impact on your operations, compliance, and overall business strategy. Drawing from my experience heading the finance department for Asia at a leading gaming company, where I oversaw the expansion into Asia, I have seen firsthand how this decision shapes the success of market entry. The decision between a branch and a representative office significantly impacts your business strategy, operational control, and market success. My experience has shown that a careful evaluation of market conditions, regulatory requirements, and business objectives is crucial. By making informed decisions, businesses can effectively navigate new markets and achieve sustainable growth. If you are considering expanding your business into Asia or need advice on setting up a branch or representative office, feel free to reach out!

Hiring a CEO for a company can be a complex and challenging process. The specific challenges can vary depending on the company's size, industry, and current situation, but here are some common difficulties that organizations may face when recruiting a CEO: - Strategic Alignment:  - Align candidate's vision and leadership style with company goals.  - Ensure a clear understanding among the board and stakeholders. - Cultural Fit:  - Align CEO's values and leadership approach with company culture.  - Avoid conflicts by prioritizing cultural compatibility. - Succession Planning:  - Develop a well-defined internal succession plan.  - Facilitate smoother integration of internal candidates. - Market Competition:  - Offer attractive compensation packages.  - Build a compelling company narrative to attract top-tier candidates. - Reputation and Image:  - Rebuild company image if faced with PR issues.  - Enhance attractiveness to high-caliber candidates. - Board Dynamics:  - Manage internal politics and disagreements.  - Ensure a unified vision among board members. - Global Considerations:  - Seek CEOs familiar with international markets and cultural nuances.  - Address language barriers, time zones, and geopolitical factors. - Success Metrics:  - Define clear KPIs and success metrics for the CEO role.  - Communicate expectations to potential candidates. - Compensation Negotiations:  - Negotiate competitive yet reasonable compensation.  - Balance candidate expectations with financial capabilities. - Transition Planning:  - Plan for a smooth transition between outgoing and incoming CEOs.  - Minimize disruptions and uncertainties within the organization. 🌐 "What key challenges have you encountered when hiring a CEO, and how did you overcome them? Share your insights on successful CEO recruitment strategies! #CEORecruitment #LeadershipChallenges"

When you invest in your team's training and development, you cultivate a motivated and engaged workforce. This leads to exceptional service, boosted productivity, and greater job satisfaction. Offering opportunities for growth equips your employees to excel and tackle new challenges. Plus, expanding your team can streamline operations, freeing you up to focus on big-picture, strategic growth. Elevate your business and strategically deploy resources to secure long-term viability with the help of a Fractional CFO.

CFOs are living through the most difficult time of their careers. But every crisis brings out new opportunities. This is the opportunity for CFOs to: - Build teams - Become modern - Lead AI adoption - Transform from bean counter to strategic advisor - From strategic advisor to thought partner to CEO CFOs are becoming more commercial and strategic. The CFO was once solely focused on financial statements, governance, and compliance. Today, the job is to grow profits and be the right hand to the CEO. That means: - More expectations. - More responsibilities. - Cross-functional collaboration. Instead of thinking about growth at all costs, CFOs want responsible growth. The modern CFO relies on systems, people, and tools to glue all the pieces together. There’s no time like now to be a CFO.

⭐ CFOs: Evolving Roles and the New Importance of Social Skills #Finance #Leadership ⭐ 🤔 Ever wondered if industry experience trumps social skills in the hunt for a CFO role? The answer might surprise you. 😯 ⏲ Traditionally, CFOs were seen as the financial gurus, masters of numbers and spreadsheets. But the landscape has shifted....................... 🥁Today, leading a complex organization demands more than just technical expertise. ☝ Strong social skills are becoming increasingly crucial. 💡 Collaboration is king: CFOs need to navigate diverse teams, foster communication across departments, and build strong relationships with investors and external stakeholders. 💡 Communication is key: Explaining financial data, negotiating deals, and inspiring trust requires clear and concise communication. ️ 💡The human touch matters: Crisis management, navigating challenging situations, and building a positive work environment all benefit from strong interpersonal skills. 💡💡While industry knowledge remains valuable, transferable skills and social intelligence are taking center stage. Individuals with exceptional learning agility can quickly grasp industry specifics, while strong leadership and the ability to connect with people are essential for navigating the complexities of the modern business world. 😋 Food for thought: As the world becomes more interconnected, existing industry networks might hold less weight. Companies are increasingly seeking well-rounded individuals with the potential to excel beyond their specific industry background. Don't underestimate the power of transferable skills and social intelligence in your career journey. By honing these qualities alongside your financial expertise, you can position yourself for success in the evolving world of the CFO. ⁉ Have you witnessed a shift in the way companies prioritize industry experience versus transferable skills during the CFO hiring process? Looking forward to your comments. #CFO #FinancialLeadership #SkillsDevelopment #BusinessAcumen #EvolvingRoles#cfoinsights#Recruiters#

What does it take to succeed as a CFO of a PE-backed business? Well, it depends :) Each team and business is different, of course, but depending on the stage in the PE cycle, there are some critical skills and competencies that high-performing CFOs tend to have in common. Check out the links below to access a detailed CFO hiring scorecard for each stage: 1. Post-deal integration 2. Growth 3. Value Optimization

Each week I meet so many amazing people, making it really tough to choose just one to highlight. But, I'm super excited to share another TWO incredible talents as Star Candidates of The Week. 🌟 They come from the worlds of Finance and Human Resources. Each of these professionals is not only great at what they do but also brings fresh ideas and amazing leadership skills that can help any team shine. 📍 Candidate 1: The Wizard and Strategic Finance Leader - With a rich background in finance and strategic operations across the pharmaceutical and clinical trial sectors, my first candidate is a powerhouse in driving efficiency and growth. Not only are they experts at leading finance for Contract Manufacturing and Luxembourg holdings during crucial corporate spin-offs and managing a €1 billion budget across multiple EMEA locations, but they also shine at building dynamic teams from scratch. Their achievements are impressive, including enhancing gross margins by 4% within three years and pioneering next-generation financial reporting tools. This leader excels not just with numbers but also in tech-savviness and a result-driven approach, fostering multicultural teams, driving engagement, and developing talent across the globe. 📍 Candidate 2: The HR Hero - My second star shines in the realm of human resources, deeply committed to enriching workplace culture within a vast international corporation. This HR Hero ensures that HR strategies not only align with but also fuel business growth, creating an environment where everyone is motivated and performing at their best. They stand at the forefront of significant transformations, skillfully navigating through change management initiatives to seamlessly merge organizations and retain top-notch talent. Their adeptness at managing stakeholder relationships has been pivotal in these transitions, ensuring all voices are heard and integrated into actionable strategies. Moreover, their commitment to people development has set new standards within the company, fostering an award-winning culture that celebrates growth, diversity, and innovation. Both of these stars are ready to help take your company to the next level with their skills, ideas, and leadership. Want to know more about how these amazing people can help your team? Don't be shy! 👀 📩 luana.dante@parisima.com 📞 +971 56 216 6913 #StarCandidates #FinanceLeadership #HumanResources #StrategicGrowth #LeadershipExcellence

The term "C-Suite" refers to a group of the highest-ranking executives in a company, whose titles typically start with the letter "C" for "Chief." These executives are responsible for making key decisions and setting the strategic direction of the organization. Common positions in the C-Suite include: CEO (Chief Executive Officer): The highest-ranking executive, responsible for overall operations and decision-making. CFO (Chief Financial Officer): Oversees the financial operations, including budgeting, forecasting, and financial reporting. COO (Chief Operating Officer): Manages the day-to-day operations of the company. CTO (Chief Technology Officer): Responsible for the technological direction and strategy. CMO (Chief Marketing Officer): Oversees marketing strategies and initiatives. The C-Suite plays a critical role in shaping the company's vision, culture, and long-term success. Transitioning from a hands-on entrepreneur to a strategic CEO can be challenging. Initially, being deeply involved in every aspect of the business may seem necessary and exhilarating, especially when managing a small team. However, as the company grows, it becomes evident that such an approach is not sustainable. Shifting from a doing mindset to a leading mindset is essential for long-term success. It is common for entrepreneurs to overlook that micromanaging a small team may hinder the company's growth when it expands. This transition, often referred to as crossing the chasm, can be a daunting task. Finding competent key executives, building trust, and ensuring a deep understanding of the business takes time and effort. It is a gradual process that involves learning to delegate effectively and refining the approach to hiring for several years. Read more: https://lnkd.in/gjQAJXP7  #leadership #CSuite #businessstrategy