Interim Executive Assignment at an Organization with a New CEO

In this episode of the Cerius Business Today Podcast we are joined with Interim HR Executive Scott Coolidge. He has over 35 years of experience, almost exclusively in Human Resources. About half of his career was with large consulting firms, including Towers Perrin and Hey Management Consultants. The other half was spent in corporate roles in HR and various capacities.

He shared some highlights of his latest assignment and how he was able to impact some successful results:

A new CEO had stepped in. There had been a significant crisis in their business within an 18-month period after the new CEO came on-board. They had righted the ship for the most part, but she found herself in a situation where she knew that the competitive environment had changed dramatically and knew that she had to reposition the organization in such a way to allow them to be more competitive on a going-forward basis. She needed to structure it in such a way that allowed her more freedom to get out in the market, work with her customer base, build potential technology alliances, and so she needed to have a structure that was more efficient in order to allow her to do that.

She brought in a consulting firm to do the organizational study, but my primary role was working with her from a change perspective to determine what needed to be done in terms of communications to the organization and communications to the executives that were involved in this change in order to retain them and produce this effective structure on a going-forward basis.

So specifically I helped her finalize the organizational structure. It had a concerning impact on a number of the existing executives, so I worked through with her on the very specific conversations she needed to have with the impact of executives and helped her get through that in an effective way.  At the end of the day she didn’t lose a single executive, repositioned the business for success in the future, and helped her as well with a communications to all the employees in the organization so that they understood why she was doing what she was doing, what the impact was going to be on them as employees, and what the future would hold for the organization.

And I’m very happy to say that through all of this, she hasn’t lost a single person in the organization and they are all positioned well for the future.

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