Shoring Up Executive Careers in a Pandemic

by Lee Seok Hwai

The best time to plan for contingencies was yesterday. The next best time is now.

Even before the coronavirus pandemic derailed the global economy and decimated jobs by the millions, executives everywhere were grappling with technological disruptions as well as issues triggered by climate, social and political upheaval. Then COVID-19 happened. Whether you are in danger of redundancy or simply reflecting on what your career might look like in the new normal, this is a good time to evaluate how you could improve your job outlook.

The first step is to take stock of where you stand in the three stages of the executive career, said José Luis Álvarez, INSEAD Senior Affiliate Professor of Organisational Behaviour. They are: the establishment stage, the maintenance stage and the withdrawal stage. Integral to these are the network, especially mentors and sponsors, and the plans that you lay out for each of the stages, ideally well in advance.

“The important thing is that you have a plan, you have a strategy. You don’t wait, you have some idea ready for implementation,” Álvarez said at a recent webinar, “Executive careers in the face of change”, part of the INSEAD series on Navigating the Turbulence of COVID-19.

“Don’t wait for the future to tell you what to do. It is better to make mistakes in a strategy than having no strategy at all.” (more…)

The Digitization Imperative

(more…)

WHAT IS TOP TALENT AND HOW IS THAT IDENTIFIED?

As a part of our talent acquisition engagements, we ask our clients how they define “top talent” and how they would assess those traits in the interview process. Reflecting on the insightful comments we hear every day, we thought there would be great value in a new blog in which senior executives/thought leaders share their “Take on Talent.”

This is the twenty-forth in a series of blogs/interviews with senior executives who are thought leaders in the areas of Talent Acquisition, Career Development and Leadership who will share their perspectives on this ever present question.

 

Asheesh Mehra, Co-founder and Group CEO, AntWorks

Asheesh Mehra is the co-founder and CEO of AntWorks, a global leader in AI and Robotics. He believes humane, responsible AI is the future, and is excited by its limitless applications to solve for issues that impact business, our lives and the planet we inhabit.

 

 

Please share with us the top five characteristics (in priority order, first to fifth) of the most talented people you have encountered during your career, and your definition of each.

 

Curiosity

For entrepreneurs, curiosity does not kill the cat. It’s one of the main characteristics I have personally drawn from in my decades long career and was a driving force in starting my own company. It’s that desire to keep learning, to look at new and undiscovered ways of doing things and always looking for a better way to solve problems. (more…)

Seven Ways Leaders Can Prepare for Post-Pandemic Times

by Manfred F. R. Kets de Vries

Avoid knee-jerk reactions when creating a plan for the future.

“It was the best of times, it was the worst of times, it was the age of wisdom, it was the age of foolishness, it was the epoch of belief, it was the epoch of incredulity, it was the season of light, it was the season of darkness, it was the spring of hope, it was the winter of despair.” This opening line from Charles Dicken’s A Tale of Two Cities captures the contradictory times we live in. It also describes how organisations may react to the coronavirus pandemic in very different ways.

Take fictional Company A. When the pandemic occurred, fear permeated its top echelons. For years, its leadership had bought back shares to improve its financial metrics and warrant fat bonuses for executives. This reduced its financial leeway, prompting the CEO and the CFO to go on a major cost-cutting spree, including the cancellation of all training and development activities. They also used the turbulent economic environment as an excuse to lay off many employees they didn’t like, without any explanation. In light of these actions, a doomsday atmosphere prevailed.

At fictional Company B, senior executives reacted very differently. Granted, with the lessons learned from the last recession, they had created strong financial reserves, which enabled them not to lay off anyone. Instead, they eliminated overtime hours, put in place sabbatical programmes and made use of government support schemes. They instituted a salary freeze and downsized their own remuneration. Knowing that recessions offered exceptional opportunities to pick up high-quality talent, they kept their eyes open. They would not fall into the trap of having a shortage of people with key skills. Although it would have been easy to cut training, top management decided to keep key elements of it to better prepare its workforce for the future. (more…)

Vice President /Sales Executive (hunter)

Our client is a rapidly growing SaaS-based BSS and digital platform solution provider. They help organizations reinvent their business model and grow revenue by utilizing digital platforms and partner ecosystems.

Their digital platform solutions are designed to help clients experiment, monetize and orchestrate new digital services with a growing network of partners while taking advantage of new technologies such as cloud, IoT, AI, 5G and more.

The Positions

is responsible for achieving the assigned annual revenue quota from new clients by actively managing the won accounts and managing revenue targets assigned.

Additional responsibilities include:

  • Develop specific sales plans for each named account so they can maintain business and where possible increase the sales volume
  • Target New Telco / Internet based client industries to sell full set of services
  • Drive to generate growth through new account penetration and referral and direct efforts towards building sales
  • Translate clients’ strategic requirements into  solutions to improve their business results
  • Work with others to achieve better results and forge close working relationships and alliances in order to get things done internally for the client
  • Need to have experience of handling multiple accounts
  • Position as a strategic partner, trusted advisor and value-creator to clients
  • Stay on top of information needed by prospective customers in an effort to serve as a resource
  • Demonstrate patience and a willingness to repeat or reinforce ideas and information until the customer understands
  • Seek to provide an appropriate solution by understanding what the customer is trying to accomplish
  • Change the sales approach or solution to accommodate the customer versus force fit the customer to an existing model
  • Understand the financial impact of developments on the industry and company
  • Orchestrate services into solutions that meet client’s business objectives, while delivering measurable results
  • Drive the creation and execution of new account plans
  • Work closely with Delivery teams to meet and exceed client expectations, and resolve relationship and/or operations issues in a timely manner for new clients
  • Participate in client visits, industry events, trade shows, conferences and/or other marketing events as necessary

 

Qualifications

  • Effectively and proactively managed client’s expectations, build deep client partnerships, and developed excellent communication and executive presence to connect at all levels in the organization.
  • Ability to communicate confidently at the C-level to build meaningful internal and external relationships.
  • Broad functional knowledge within the sector and able to connect with a variety of executive level stakeholders on their specific pain-points.
  • Strong sales process and operations skills (pipeline management, forecasting, budgeting, etc.)
  • Strategically minded and able to create a consultative and solution-minded sales environment.
  • A forward & innovative thinker constantly focused on shaping the organization to meet and anticipate both near and long-term business issues
  • Demonstrated ability to work in a multicultural global environment

Larry Janis ,Managing Partner I Integrated Search Solutions Group

Email: janis@issg.net

P-516-767-3030

ISSG I Twitter I LinkedIn