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  • 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. 

  • 26 Dec 2017 3:03 PM | Mal Walker (Administrator)

    Venture Capitalists and Business Angels have a continuing need for highly experienced and flexible senior executives who can step into one of their portfolio companies and provide the hands-on management needed, for as long as it is needed.

    A particular breed of executive fills this role, the Interim Executive. They go by many names – Locum Executive, Freelance Executive, Consulting Manager, Change Manager, Gap Manager, Interim Manager, Interim CEO, Contract Executive, Temp-Exec, even Honcho-for-Hire.

    Whatever the label, they have particular aspects in common:

    • They are highly experienced, well-educated mature business people and can point to a track record of success.
    • Generally, they are in the Baby Boomer generation. It’s not solely a function of age but it does take a while to amass that depth of skills and experience.
    • They have reached a stage in their career where they are attracted to a portfolio career, as opposed to a more traditional corporate career within the one organisation.
    • They will accept roles of varying structure. This may be three days a week or a full-time role for a defined period. This ‘contract’ period usually ranges from three months to two years.

    GreyHair Alchemy has access to the legion of AIEA members covering all executive and managerial roles. They are not retirees looking for pocket money but dedicated, energetic executives. The age range of the members we have placed is:

           Under 40        11%

           40 to 50          21%

           50 to 60          46%

         Over 60          22%

    GreyHair is similar to a recruitment agency in many ways, but the differences can be startling:

    • A recruitment agency deals with the placement of personnel in an organisation – so does GreyHair.
    • A recruitment agency can offer extensive (and expensive) additional services such as skills testing, psychometric appraisals and the like – GreyHair does not; sticking to the core business of introducing executives to organisations that need them. Quickly.
    • A recruitment agency deals with all levels of personnel – GreyHair focuses on the executive and managerial levels to provide contract, temporary and permanent placements.
    • A recruitment agency goes to the marketplace and searches for someone to fit a company’s requirements – GreyHair already has the people within the ranks of the AIEA members.
    • A recruitment agency can take weeks or months to find the right person, particularly for higher level positions – GreyHair usually has a shortlist ready for presentation within three days.
    • A recruitment agency charges a percentage of the total salary and benefits package and often additional costs for advertising, etc. – GreyHair charges a fixed fee with absolutely no additional costs. The GreyHair fee is usually between a half and a sixth of the agency fee for a comparable executive search.

    GreyHair’s core business is placing appropriately qualified experts in Interim, FIFO or Contract positions. However, about 40% of the placements are (or end up as) permanent positions. GreyHair does not charge an extra fee for these placements. More information at:

  • 1 Nov 2017 3:06 PM | Mal Walker (Administrator)

    The Australasian Interim Executive Association is a member of AuSAE and provides free Executive Search facilities to Australian Charities and Not-for-Profit organisations.

     AIEA has the dynamic AIEA-Jobs board that connects members with organisations that need their skills. It is a free service for employers and, of course, for the hundreds of senior executives who are certified AIEA members.

     AIEA-Jobs has some simple guidelines for employers:

    ·       The focus is on paid work and there is a separate board for pro-bono or volunteer roles

    ·       They must be Managerial, CxO or NED positions

    ·       The identity of the employer must be disclosed

    ·       Interim, part-time and short-term contracts are welcomed

    ·       Over half of the members say they will accept a suitable permanent role

    ·       AIEA does not charge a fee for the introduction service and does not intrude into the candidate selection process

     What is really powerful about this approach is that nothing is put between the job advertiser and the potential candidate. Results can be very quickly achieved. This is very important when an employer needs to swiftly find an executive (say a CFO) to fill a gap caused by a resignation.

     Other business institutes are reportedly moving in this direction. CPA Australia has a similar facility but it is limited to pro-bono accounting assignments only. MEGT does a similar thing to connect apprentices to jobs.

     Go to for more details.

  • 26 Jul 2017 1:07 PM | Deleted user

    In days gone by, one of the ways to quickly build a million-dollar company was to set up a recruitment agency, especially one that specialised in Executive Search. We can all name some of these self-made tycoons.

    But times are changing. The Internet Age brought is Seek, then LinkedIn, then Jobs Boards. Now a new phenomenon is emerging – business institutes and associations have realised that they need to assist their members to find meaningful assignments, paid or pro-bono.

    An example of this service provider is the Australasian Interim Executive Association where the dynamic AIEA-Jobs facility connects their members with organisations that need their skills. Whilst it is a free service to both members and employers, AIEA has some simple guidelines to give it value:
    • All advertised roles must be paid – no pro-bono or volunteer work
    • They must be Managerial, CxO or NED positions
    • Recruiters are welcome to contribute their roles but the employer must be disclosed
    • Interim, part-time and short-term contacts are welcomed
    • Permanent roles are included as 58% of the membership say they will accept an attractive permanent role
    • AIEA does not charge a fee for the introduction service and does not intrude into the candidate selection process

    What is really powerful about this approach is that nothing is put between the job advertiser and the potential candidate. Results can be very quickly achieved.

    This is very important when an employer needs to swiftly find an interim executive (say a CFO) to fill a gap caused by a resignation.

    Other business institutes are reportedly moving in this direction. CPA Australia has a similar facility but is limited to pro-bono assignments only. MEGT does a similar thing to connect apprentices to jobs.

    Go to for more details.

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