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| • Interim Leadership |
| What is the work process when using Jimmy Jones & Associates? |
Phase I
Exploratory: Understanding the issues and the expectations of the Chief Executive Officer, the Executive Leadership Team, Individual Executives and/or the Organization. |
Phase II
Assessment: Gathering and analyzing data |
Phase III
Feedback: Making preliminary recommendations |
Phase IV
Decisions: Determining a plan of action & execution |
Phase V
Measurements: Evaluating the effectiveness of the consulting services and the leadership provided |
Phase VI
Collaboration: Next steps |
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Why choose an interim leader as an option? ...Because
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Your organization and Chief Executive Officer can benefit from having an objective Advisor with decades of executive experience who will add value immediately |
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An interim executive leader is important--as a business partner to the executive team |
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Rapid change is essential-and a world class interim executive leader is highly skilled at quickly understanding and managing change |
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A world-class leader is not available within the company |
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It allows appropriate time to institute a search to identify viable candidates who can fulfill the company's needs |
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An interim leader has the experience & ability to deal with real world uncertainty when
- there are transition issues that need resolution
- the job specs are unstable and/or not well defined
- the position is likely to be eliminated, absorbed or combined
- there is a need for objective senior executive leadership, free of existing politics, and without self-interest
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| • Executive Consulting |
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What skills are most often required of an Executive Consultant? ...Being
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Capable/Expert - Documented world-class professionals, with broad senior management operational/change skills and experience |
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Results oriented - Focus on achievement of financial & people goals versus job status |
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Balanced Leader/Team Player - manages both roles as needed for results...instills confidence in staff, subordinates and senior management team |
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Analytical - Able to quickly assess and identify issues/problems and develop potential solutions |
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Independent - able to bring a "fresh-look" and perspective on human resources |
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Communicative - Excellent listener and communicator |
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Flexible/Global - Experience dealing with a variety of cultures, industries, people, personalities & policies |
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Available - Few restrictions on travel or length of stay |
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Areas of Capability:
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Change management |
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Achievement of financial and people goals |
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Building confident and capable global teams |
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Understanding HR’s role in corporate governance matters
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Developing HR policies, procedures and practices
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Managing industrial and cultural expectations |
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| • Executive Coaching |
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What’s the targeted outcome for Executive Coaching?
It is to:
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enhance a leader’s repertoire of business skills and behaviors |
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identify and strategize on areas of development or blind spots |
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broaden the client’s awareness of success factors in the organizational culture |
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optimize managerial effectiveness |
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provide a safe haven for confidential discussions |
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create an environment of achievement for others |
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