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Contact: 1-800-346-343


  • 23 Mar 2020 3:01 PM | Sam Leon
    Covid-19 has produced unique, difficult and and interesting challenges. Our good friends at "Books and Wages" and their CEO Kevin Beck, provided the following valuable checklist.

    The impact that the COVID-19 crisis will have on the economy is huge. Many businesses will need Government assistance to survive the crisis. Even with assistance you will need to make quick, difficult decisions and rely on the goodwill of staff, customers, landlords and utilities.

    Your primary concern is of course the health of your customers, staff, you, your family and their families, but what can you do now to make sure that your business continues after this is over?

    We have compiled this checklist to assist you in your decision making. The Checklist is general in nature and if you would like to discuss anything specific to your business, please do contact us. We are here to help you in this difficult time.

    Please note that the situation is fluid and new government announcements of assistance will continue to be released

    Business Operations


    Remember to be transparent and honest with your staff.

    • Permanent Staff: If you are experiencing a slowdown in business, you can ask your staff to take paid leave in the first instance. You can then request that they take unpaid leave.
    • Casual Staff: If you need to cut shifts, try to share the schedule around your current staff.



    Call your utility providers. Let them know you will have difficulty paying due to the COVID-19 crisis and ask what assistance they can provide (Electricity, Gas, Waste Management, Water, Rates, Insurance)



    ATO Obligations:

    If you are currently on an ATO Payment Plan: Call the ATO (or we can do so on your behalf) and let them know that you will not be able to meet this obligation and ask for a payment-free period

    If you are not currently on an ATO Payment Plan: Call the ATO (or we can do for you) and ask for an extension of time to pay your GST and PAYG obligations, or a payment plan




    Retail Specific


    Can you move some of your sales to a home-delivery model? Do you have a customer email database where you can let your customers know that you are counting on their support and showing them how they can order for home delivery?



    Store Closure & Hours:

    Some outlets may be forced to close if they are in COVID-19 epicentres. Others will be forced to limit patronage to 100. You may find that it is not worth keeping your outlets open even with rent holidays, cuts to staff and assistance from utilities.




    Talk to your landlord now. They will be very aware of the situation. Ask them for a rent holiday.



    Purchasing & Menus:

    • Talk to your suppliers to see if they can assist you on price and terms
    • Rationalise your menu to take off complicated or low-margin dishes
    • Make sure you are not buying too much fresh produce that will spoil
    • Record and review your wastage. Consider what to do with leftovers or freeze items if possible



    Cleanliness & Sanitation:

    Cleanliness and the perception of cleanliness will be very important to customers still dining out. Make sure you are doing all the right things around having hand sanitiser and staff wiping down tables thoroughly.




    Government Assistance

    Boosting Cash Flow for Employers (Australian Government):

    This applies to small and medium sized businesses that employ staff and provides payments from $2k to $25k to eligible businesses. It operates through Activity Statements and commencing Mar-20 and ending Jun-20. Be sure to get your activity statement lodged as early as possible. You can read more about it here.



    Supporting Apprentices & Trainees (Australian Government):

    This applies to small business (less than 20 Full Time Equivalent Staff) who employ apprentices and trainees. It offers a wage subsidy of 50 per cent of the apprentice’s or trainee’s wage paid during the 9 months from Jan-20 to Sep-20.


    Basic Eligibility Guideline:

    • Your apprentice or trainee must be registered in Training Services NSW prior the announcement of the subsidy
    • You must be hiring less than 20 employees



    Payroll Tax (Revenue NSW):

    Payroll Tax for businesses with Payroll Tax Thresholds of less than $10m will be waived for the next three months. This mirrors moves in QLD and WA.



    Fees Waived (Revenue NSW):

    The NSW Government is scrapping certain fees and charges that apply to the hospitality sector.



    Access to Interest Free Loans (for now QLD-only):

    The QLD government announced a new $500m loan facility to offer interest free loans up to $250k for the first 12 months. It is possible that the NSW Government may come up with a similar measure at some point.



    Superannuation Guarantee Amnesty (Australian Government):

    While not a specific COVID-19 measure, it is well worth signing up to this amnesty if you have unpaid Superannuation obligations and have not previously signed up.

    You can read more here.



    Further ATO Assistance measures

    • Deferring payment of amounts due through the BAS
    • Allow businesses on a quarterly reporting cycle to opt into monthly GST
    • vary Pay As You Go (PAYG) instalment amounts to zero for the March 2020 quarter and obtain a refund for prior quarters
    • Remitting any interest and penalties, incurred on or after 23 January 2020, that have been applied to tax liabilities
    • low interest payment plans.

    You can read more here.



  • 19 Mar 2020 9:28 AM | Mal Walker (Administrator)

    This is a timely post from Chris Ducker –

    With so many business owners deciding to self-isolate and start working from home, so that they can remain safe and healthy - at the same time continuing to work with and serve their customers - I thought I'd record a quick 8minute video with my top tips to staying productive while working at home.

    I transitioned from working in a large office environment (300+ staff!), to working at home full-time about 5-years ago, and I won't lie, at first it was hard. However, slowly, but surely things got better, and my productivity went through the roof!


    We're in this together... and it isn’t going away anytime soon!!! So, let's figure out what'll work best so that we can all stay productive, proactive and as successful as possible until things get better and back to 'normal' again!

    Enjoy the video!

    Chris Ducker

  • 9 Mar 2020 4:00 PM | Mal Walker (Administrator)



    Experience is not something you can Google 

    BRISBANE, 9 March 2020 – AIEA has joined forces with UK based Institute of Interim Management to facilitate the international business activities of their members.

    There are no borders in the business world of today, with the Internet allowing commerce to flow at breakneck speed. Interim Executives and Managers have adapted to this new world and offer their expertise in all corners of the globe. These Freelance Executives bring essential expertise on an as-required basis.

    In Brisbane, Mal Walker, the Founder and Chairman of AIEA, said “Many (perhaps most) Aussie and Kiwi freelancers will have experienced living and working in the UK as twenty-something backpackers and relish the prospect of returning on a paid contract. The same can be said about Brits visiting AUS and New Zealand.

    When these Brits return as Interims, we’ll look after them.”

    Tony Evans, Co-Chairman of the Institute of Interim Management, said in London “The IIM is delighted to be able to partner with the AIEA to extend the hand of friendship across the globe.

    International Interim Management work carries its own set of challenges and should any antipodeans find themselves posted to British shores, please let us know and we will be happy to make contact. A little local knowledge can go a long way, an early point of contact can help settling in and let’s face it, travelling back home for the weekend isn’t going to happen.”


    The Australasian Interim Executive Association is an institute for seasoned professionals – skilled at leading business change, driving core business objectives and providing relief to pressured management teams. AIEA is a leading professional organisation for interim executives that are recognised for their practical, hands-on skills and a broad understanding of the total business environment.

    It is seen as the ‘congregation point’ for interim managers in Australia.

    The Institute of Interim Management (IIM) is the UK's dedicated body representing professional Interim practitioners.

    Since formation in 2001, as the pioneering professional body for Interim Management professionals, the IIM has continued to lead the industry and serve the interests of both practitioners and users of Interim Management alike; through the establishment of Quality Standards and Accreditation, Professional Development and Best Practice, across the UK and internationally.

    The IIM welcomes both individual members and corporate partners; and has a number of key agendas: Industry Recognition, Professional Standards, Communication Forum, Lobbying & Public Affairs.

    MORE INFORMATION: Please contact –


    Mal Walker

    1800 346 343

    United Kingdom:

    Taravat Taher-Zadeh

    T:  Int.: +44 (0) 1932 347 337

    T:  UK: 0800 030 4716

  • 5 Mar 2020 8:57 AM | Sigrid de Kaste (Administrator)

    As a Professional or Professional Firm, I’m sure you’re using LinkedIn for connecting and networking.

    Many use it but are not sure how to best apply activity.

    Here are 5 Steps to consider putting in place.

    Let's start with knowing that Marketing overall gives you two ways to be seen:

    1. Using Paid Advertising

    2. Using Content Marketing

    Content Marketing requires an investment in time, unless you outsource getting your content creation.

    So, what is Content Marketing?

    “It’s a type of marketing that involves the creation and sharing of online material (such as videos, blogs, and social media posts) that does not explicitly promote a brand but is intended to stimulate interest in its products or services”.

    Content Marketing is the perfect way to promote your business and yourself in Social Media.

    Creating and sharing Content helps you position yourself and what you stand for.

    LinkedIn being the most used Social Media Platform for Professionals, Companies, and Recruiters, it is a good idea to have a step by step approach to your daily activities.

    Consider this:

    LinkedIn is a thriving community of more than 500 million members around the globe, with more than 100,000 new users joining the network every day. More than 20% of users are senior-level influencers and decision-makers. And it’s incredibly easy to get in touch with high-profile decision-makers on the platform.

    The challenge is, so many users have their shields up because many people are aggressively selling on LinkedIn.

    That’s NOT what you want to do!

    Content marketing is a long-term lead generation strategy that focuses on the consistent creation of high-quality content that is highly relevant to your ideal target audience.

    By sharing great and useful content on social media, you create opportunities to nurture and educate your ideal audience over an extended period during their buying journey.

    There are many forms of content marketing, each with unique features and benefits, including blog articles, images, videos, tutorials, how-to guides, and podcasts, among others.

    Here are 5 Steps to use content marketing on LinkedIn.

    Step #1: Define Your Marketing Goal

    Before diving into content marketing strategies for LinkedIn, think about your content marketing goal. You goal might be to:

    • Generate more leads for your business.
    • Increase awareness about yourself.
    • Promote your products and services.
    • Connect with ideal clients.
    • Build a community around your offers.

    Step #2: Choose Your LinkedIn Content Media and Content Types

    Within the LinkedIn platform, you can publish different content types from different media:

    • Your personal profile
    • Your company page
    • Groups
    • Direct messages or InMails
    • Emails
    • Other people’s content

    As with most social media platforms, LinkedIn also prioritizes native LinkedIn content, meaning the platform wants to keep users ON the platform and not have you send them off to sites and pages elsewhere.

    As such, native content tends to outperform external content (for example, a link to an article on your website will receive less visibility).

    So, focus on creating native content to take advantage of this.

    LinkedIn frequently changes its algorithm and prioritizes different content types. For a long time, LinkedIn articles had the highest reach in views. In 2017, LinkedIn started to prioritize text-only posts. At the beginning of 2018, the focus switched yet again to native videos.

    Your best approach: create and post a variety of text only, images, links and video content

    Mix it up by posting information, updates, about your status, other people’s content and offers of your business

    Variety is the spice of Life!

    Step #3: Choose Your Topics and Themes

    Are you wondering what to publish on LinkedIn? Great content has three characteristics: Your audience will love it, it demonstrates your expertise, and it qualifies your audience.

    It’s important to have a good content mix of different topics and themes to maximize engagement. If you only write about one topic over and over again, you’ll exhaust your audience.

    One way to avoid this is to use a different theme for each month, a unique theme for each week based on your monthly theme, and a different content type for each weekday.

    DO NOT USE corporate-speak. It will instantly kill any engagement with your content. Instead, communicate in a personal and conversational way, just as you would to a friend.

    Here’s a list of topic ideas to get you started:

    • How-to content
    • Opinion pieces
    • Industry news
    • Achievements
    • Events
    • Announcements
    • Life and business lessons
    • Knowledge and skills
    • Mindset
    • Leadership
    • Strategies and tactics
    • Productivity
    • Soft skills

    Good content can be both educational and entertaining, create “aha” moments, and evoke emotions.

    Step #4: Create Processes and Systems to Organize Your Editorial Workflow

    Content creation can quickly become overwhelming. To ensure a smooth content creation flow, it’s important to organize what you want to say way ahead of posting.

    In order to make content creation fast and easy, you can use automation and curated content.

    You may wish to curate from others you know and are connected to on LinkedIn and curate their articles.

    You can also use Marketing Systems that collect content for you to chose from. is one such platform that does this but better yet is

    this All in One Marketing System, powered by Artificial Intelligence and with built-in Retargeting feature

    Step #5: Use Your Native LinkedIn Content to Populate a Sales Funnel

    Now that you understand the different content types and media, it’s time to put everything together.

    Your primary goal is to increase the number of touch points with every reader, listener, and viewer, and then to move people away from LinkedIn to your list.

    How do you do that? Create as many touch points as possible across all of your channels and publishing media.

    For a select amount of content you publish, create a sign up offer.

    Use a designated ‘funnel’ to bring the prospect on to your list.

    Here is a Video that describes the ‘funnel’ foundation.

    Include a call to action in all of your content, sometimes simply to contact you.

    Wishing you success with your LinkedIn Content Marketing!

  • 23 Feb 2020 11:18 AM | Garth Borgelt

    In my role with leadership,  organisational management, productivity improvement and cultural change in both the consulting and training areas, I am occasionally asked: “What is the single biggest factor that impacts overall performance”?

    My answer surprises many people:  Position Descriptions.

    It is not seen as exciting and most organisations already think they have it covered anyway.  Yes, most companies these days do have a position description for most job roles.  Our collective team has probably seen thousands of PD’s and the problem is that almost everyone is flawed. They do not provide adequate clarity and are not comprehensive in all the areas required to clearly and unambiguously set the expectations for the employee, or for the leader in charge to effectively and fairly manage the performance of that employee.

    When I ask people: “What are your responsibilities?” the response is generally a list of duties.

    When I say “No those are your duties. What are you responsible for?” the responses falter

    And there is generally just a blank look when I ask “What is the purpose of your role? Why does your role exist”?

    I find this staggering. It goes against the concept of exchange built into the employment contract. ‘In return for you doing certain things or achieving particular outcomes, I will pay you this wage’.  And yet there is a lack of clarity in what those things or outcomes expected are.

    Let me put some context around position descriptions and role clarity

    • Lack of role clarity is reported as one of the biggest factors causing workplace stress
    • Workplace stress is costing businesses in Australia around $18 billion annually, and this figure is rising
    • 1 in 5 Australians report that current stress is having a strong to very strong impact on their physical health

    The numbers here are also staggering. Role clarity is the starting point for all of the founding organisation management systems required for the effective operation of any business, Government department or not-for-profit organisation. Without role clarity, you cannot have effective leadership, you cannot have effective performance management, you cannot have rewards and discipline applied fairly and you will trigger a multitude of other problematic symptoms that must be managed when evident.  Without role clarity, you are reducing productivity and creating additional unnecessary work.

    To me, it’s a no-brainer to get clarity of roles established. To be fair, perhaps the single biggest impediment is that most people don’t know what it is they do not yet know. Most managers are not even aware they have a problem in this area, and those that do, don’t know what to do about it anyway.

    Some common problems or deficiencies we see are:-

    • Responsibilities are described at too high a level to be useful in an operating sense.
    • Responsibilities cover the technical side of the role while ignoring the organisational side or what is expected of the employee as a member of the team in that company.
    • Duties are included which creates more categories of PD than is necessary, creates pay parity issues and further complicates the management.

    A well-designed PD is not something that can be achieved by a simple cut and paste process. A PD is part of the organisational architecture of the business and simply following sample templates does not guarantee success either. There is a lot of complexity built into a well-designed PD to make the PD look simple.

    A well-structured, comprehensive and unambiguous position description requires effort and the knowledge in how to achieve this. But the return on investment is very worthwhile.

    Garth Borgelt is the Director of Corporate Services for OurWorkplace (not .com)

  • 21 Feb 2020 10:35 AM | Peter Diezmann (Administrator)

    The following post draws on information and data published in the 2019 survey results of the UK based Institute of Interim Managers - website

    On the IIM website there is access to their annual survey outcomes with 2,256 interim managers providing input into the 2019 survey. Considerable information is available in the published survey results, but this blog focuses on how the respondent interim managers find assignments or projects.

    The survey member responses deliver a strong message that most assignments come from interim service providers or contacts you already know. Interim service providers being an intermediary agency that will help to place interim managers on assignment with a client organisation. It’s all about building and maintaining those relationships. To quote the survey report “Build those bridges and relationships with service provider consultants as you are 10 x more likely to be approached by a consultant than be plucked from the CV database." 

    In a related section of the survey, IIM members responses reveal that 80% of interim managers will use interim service providers at least some of the time, with the majority, 54%, most of the time.

    The survey responses go on to state that "Being ‘easy to find’ is much more important than being good at ‘applying’ to vacancies. If you are not on an appropriate provider’s database, you cannot be selected from it. You can’t see a vacancy that is not advertised." 

    Only 11% of those surveyed sourced assignments via Linkedin.

    The survey commentary suggests that an appropriate strategy is to build effective relationships with a core number of interim service providers that operate in your preferred industry sector and functional activity rather than sending your CV indiscriminately to a long list of interim service providers.

    The survey suggests that you should do your research. Depending on your sector and function, being in touch with more than a dozen providers diminishes your effectiveness; the average number of active relationships among 2019 survey respondents is 6 providers. Initially you may be in contact with many more, but the survey commentary advises to ultimately refine contact to a number that you can comfortably maintain a meaningful relationship with.

    So, if there is a strong message for AIEA members out of the IIM 2019-member survey results it is about building relationships with preferred interim service providers and known contacts in order to best leverage future opportunities from those relationships.

  • 26 Sep 2019 9:02 PM | Mal Walker (Administrator)

    Some of the AIEA members have a military background, and we think this provides a great foundation for their careers as interim mangers.

    Ex-ADF personnel offer unique capabilities as strategic resources to business in manufacturing, resources and commerce. Over the course of their military service, no expense has been spared to give them the excellent training and education that they now possess.

    What are the qualities of the ‘Military Veteran’?

    •        Veterans come from a culture built for mission accomplishment in mind.
    •        Veterans have ingrained leadership talents
    •        Veterans take their responsibilities seriously. Veterans have passed through trials that most people haven’t, ensuring that they are responsible individuals who can successfully carry out their duties.
    •        Intuition is a skill, and the military teaches it. What many people think is that leaders are born. Not in the ADF. Military personnel have been trained to absorb as much information as possible from a variety of sources — to always intuit the best choice available to them.
    •        Military people will openly tell you when something is wrong. They have a questioning and honest mentality and will not be afraid of telling bosses when an idea could use a second look.
    •        Military people will get the job done. They know what it means to have something that needs to be done. They have a sense of urgency and have seen the world through a big picture type mentality.
    •        When given the necessary support, veterans are extremely capable. When given a proper framework and adequate training they can amaze you at how hard they can work and what they can get done.
    •        Veterans are independent. Veterans are more likely than other demographic groups to start their own businesses and possess a resourcefulness can help companies grow quickly from the inside.
    •        Military personnel know the meaning of hard work. When on deployment they work every day. Every single day. There are no holidays, no weekends, no birthdays. It is the same thing every day.

    It has been your taxpayer dollars that was expended in the making of these people, so now is the time to recoup some of that investment to benefit your business. Think of it as an injection of:

    •        Teamwork
    •        Critical thinking
    •        Problem-solving
    •        Work ethic
    •       Integrity
    •        Multicultural awareness
    •        Adaptability
    •        Interpersonal communications
    •        Willingness to learn
    •        Leadership
    •        Working under pressure
    •        Politeness/courtesy
    •        Respect for procedures/accountability
    •        Willingness/ability to learn new skills and concepts

    We don’t have a separate category of membership for our Veterans; they are treated and respected the same as the other members. To find you next superman or wonder-woman, veteran or not, just post a link to your vacancy on AIEA-Jobs.

  • 27 Jun 2019 3:28 AM | Mal Walker (Administrator)

    Hi there,

    I’m Mal Walker and I’m so glad you’ve found AIEA.

    All I’ve ever wanted to do is to help worthy people succeed in this competitive business world. Like just about all effective sporting coaches, I love to work with people who are potentially far better players than I ever was or could be.

    I had a 20-year sales and management career in Information Technology with ComputerVision, Sun Microsystems and Silicon Graphics, amongst others. My last role as an employee was VP-APAC at Mincom Limited, now part of the ABB Group.

    In semi-retirement, I founded GreyHair Alchemy (in 2002) as a platform to help well-experienced executives and managers to find meaningful work as interim managers. Even back then in the early 2000’s, the age bias was rife and so the name GreyHair was a deliberate choice. I eventually closed GreyHair in 2019 to devote myself fully to AIEA.

    In 2013 I formed the Australasian Interim Executive Association. As you will see on these pages, AIEA is an institute, a guild, a fellowship, a business association, a talent pool of executive and managerial expertise. Similar to AICD, CPA and other organisations, AIEA provides networking, training and support services to its members. But AIEA is not academic. It is intensely business focussed. It is here to help these experienced managers find more work AND help business owners and HR Managers slash the cost of hiring them.

    All I really want to do is to help ‘Freelancers’ get the recognition they deserve. Actually, you could say that I’m a freelance junkie. I’m consumed by them and their future.

    In fact, the only thing I love just about as much as I love telling the AIEA story is helping other people learn to tell theirs.

    That’s why I developed AIEA. And that’s why I’m writing this blog.

    If ‘be my own boss’ is on your bucket list – or if, like me, it’s the only thing you’ve ever really wanted to do–you’ve come to the right place.

    Why AIEA?

    When I was deciding what to call us, I knew I wanted a name that matched the excitement I feel just thinking about what we’re building here.

    I wanted something that would identify each of us as a freelance warrior, a business revolutionary.

    Because I believe, down to my soul, that the freelancer matters. We are important. We can change the world.

    A person with business experience and the opportunity to deploy it is a force in the world.

    So, we’re AIEA. We’re willing to put the work into being incredible at what we do. We know that the difference between success and failure is staying with the hard stuff and figuring it out. We know we are stronger together.

    I truly hope that you decide to join us.

  • 29 Oct 2018 1:06 PM | Deleted user

    With the introduction and growth of the AIEA-Jobs board, there has been a surge of interest from executives whose primary motivation is to find paid assignments, interim or permanent.

    To cater for these people, AIEA has introduced the monthly (MAIEA) Membership. The new monthly membership automatically renews for as long as the member wishes but may be cancelled at any time.

    It is particularly attractive to those who wish to see if being part of AIEA can assist them in their job search. The MAIEA will have access to all vacancy postings from AIEA-Jobs and from the Corporate Affiliate members.

    It is strongly emphasised that AIEA is not a recruitment agency and AIEA-Jobs is offered as a free facility to flag identified job opportunities to the members. Job seekers are encouraged to utilise recruitment agencies, executive search companies and public jobs boards such as in their quest for employment.

    Monthly Membership is available to individuals who desire to be part of the Association for networking and personal development purposes and this is the primary benefit that a membership may bring.

    Members will receive the MAIEA Post-Nominal and the discounted member rates for all events, training courses and material. Members may upgrade to annual membership at any time by application and payment of the fee.

  • 13 Feb 2018 2:53 PM | Mal Walker (Administrator)

    Interim executives and managers can be lifesaving for organisations. Executives are a crucial component of any organisation, and so filling an open role quickly is a priority.

    As such, employing an executive on a short-term basis while a more thorough search is carried out can be useful for businesses in a pinch. However, the usefulness drops if the search for an interim executive drags on, or becomes expensive.

    The Australasian Interim Executive Association (AIEA) seeks to solve this, by streamlining the process and reducing costs.

    “Times are tough for businesses and companies needing experienced people but can’t afford to have them on their payroll,” Mal Walker, founder and Chairman of AIEA, said. “There’s a rapidly growing sub-sector of senior professionals who are available to work on a short or long-term basis”.

    Self-described as a ‘match-making service with a twist’, AIEA-Jobs is a free jobs board where an employer or recruiter can place their vacancy, knowing that the AIEA membership is a pre-vetted group of experienced, certified executives, all willing to take on a short-term, part-time or contract role.

    Paul Kennedy, the owner of PGV Consulting and an interim executive himself, has endorsed the association and its products. “It’s a different way of doing things and provides interim managers with a new avenue to do business and seek new opportunities,” he said. “We are often on our own as we move from one job to another, so it’s important to be a part of wider group where we can network and be represented by a professional organisation.” 

    AIEA-Jobs competes with broader services such as LinkedIn. Both are free to use; with AIEA-Jobs you post your requirement and invite expressions of interest. With LinkedIn, the search is more random and relies on the finding ‘key words and phrases’ in displayed profiles.

    While LinkedIn does not charge for the viewing or obtaining of contact details from potential candidates, it does charge for more advanced search options, including years of experience, function and seniority. As such, AIEA may prove beneficial to those searching within a single, niche space.

    Regardless of the jobs board, many interim executives and managers become a part of AIEA as it provides personal development courses and networking events to benefit the ‘Freelance Executive’ community. It's a place for like to mingle with like. 

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