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Executive Interims

The ‘C Level’ Executive Interim

"The best executive is the one who has sense enough to pick the right person to do what he wants done, and self-restraint enough to keep from meddling with them while they do it."
Roosevelt

An experienced, safe, independent and discreet support advocate

As a senior executive you can be faced in your career with delicate business situations where you need someone to discreetly help you and your organisation on short term fix’s or workarounds.

Going to a major consultancy takes time; – public procurement may alert competitors or the press that there is an issue or problem brewing.

Put simply, occasionally you need someone quickly at the right level that has a wholly independent perspective and who’s view you can trust!

It can be a failing project, a serious HR issue, financial irregularity or simply support for you as you drive unpopular but necessary change through your organisation.

This is where Ascot Barclay can help. We have a dedicated team with uniquely experienced ‘C’ level executive consultants of impeccable integrity who can offer you a totally bespoke and highly discreet service.

We offer a handpicked team that has been forged from delivering unique diverse strategic and tactical projects and programmes for over 12 years, this is a ‘behind the scene’ service assisting and supporting CEOs and ‘captains of industry’ helping to ‘de-risk’ situations and deliver successful outcomes.

Our Executive Interims come from both the public and private sectors but all have senior executive ‘C level’ experience with a Corporate, Government, Policing and/or Military background. Most hold security vetting and national clearances from vetting organisations such as the Home Office, Police and Defence Vetting Agency (DVA) so you can be sure that they have been fully scrutinised and their credentials checked in detail before being selected as appropriate to the task.

The 7 signs that scream HELP!

Over and above having the right change leader at the helm, here are our thoughts on just seven signs that signal to us there is a high likely hood that your organisation needs some help in delivering transformational change. These are in no particular order and we often find that there are a combination of factors such as these causing major concerns and issues:

1. Spending lots of time trying to motivate and train staff in an attempt to improve performance and morale
   Often we see organisations running regular pep talks, launch programmes, motivational seminars for staff and managers. In addition, misguided skills development and team building programmes all cause more harm than good.
2. Rapid turnover of Chief Executives or Organisational Heads
   In organisations where change is not going well, attracting and retaining the right people at the top of the organisation is often a struggle. Regular replacement of the Chief Executive or other organisational heads with new external hires in the hope that the next to arrive will bring the magic formula or big personality required to ensure future success. This is a sure fire sign that change is not going well.
3. Attempting to break into ‘new’ highly competitive markets
   Industry is littered with stories of organisations straying from their ‘knitting’ and getting burned badly. Change going badly, organisations clutching at straws attempt to break into markets where they have no history or experience in the belief that they can dislodge and take market share from already well established competitors.
4. Switching between one strategy and the next
   Change challenged companies often find themselves switching and changing strategies in the hope that they stumble upon a golden bullet answer or single stroke solution to solve all their issues – when in reality there is no such solution.
5. Engaging the services of a large and expensive team of ‘Corporate Consultants’
   Companies locked in a change going badly cycle find themselves swamped and even overwhelmed by teams of external ‘change agents’ from the large consulting firms. Their approach is often to impose a new culture and way of working by simply overpowering the organisations own management and staff. In our experience this approach builds even deeper resistance to change, resentment of staff and is probably the single most telling sign of trouble.
6. Making failing acquisitions that are a poor match to corporate strategy
   Industry is littered with the remnants of bad acquisitions that were initiated to drive growth at all cost, substituting short term positive fluctuations in share price for long term stability and sustainable strategic growth.
7. Have lost their way and are in need of re-orientation back to the path that brought them success
   Organisations that are change challenged have typically failed to identify their economic drivers, their core business advantage and true passion; the organisation has gone stale, is either in a long slow painful decline or is an economic crash just waiting to happen. When these warning signs are present in combination, their effect is multiplied. The solution is to face up to these issues. Realistically assess your organisation’s ability to implement change. Engage carefully-chosen help. Should you feel your organisation would benefit from expert help,
   Ascot Barclay Group can guide you through the gateway to successful business change, and the rewards that brings.

"Whilst engaged with a client, unlike most consultancies we never seek to market ourselves in your organisation, our focus remains totally with you, and the task you have specified."

For further information about how Ascot Barclay can enhance your business or project:

Telephone: 020 7608 5770

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