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Head of M&S, Stability/Continuity, Personality, Competencies,…
Head of M&S
Forces / Faiblesses
Background defense industry/technique et sales
Interne SBDS => bonne connaissance de l'entreprise
Pas d'experience de management à ce jour
Marathon méthode et persévérance (histoire du diabete)
l'allemand n'est pas ma langue maternelle
Judo black belt combatif
Pilot sense of responsabilité
Muss Patience lernen
Customer retention vs customer acquisition
Networking => coach
Stark ackademisch Background
International exposure
Mes motivations, mes attentes
Premiere experience de management
Vision globale
Stimulation intellectuelle / Apprendre
Transmettre experience
envie de mentorer
Challenge: problematique de faire progresser les collegues/l'equipe
Esprit paternaliste
Aspect strategique du poste
Etre exposé à d'autres problematiques
M&S Roles
Marketing
Business Development
Sales
Contract Management
Bid Management
Nachdenken 2 Monaten
Interesse für Management Position schon mit Claudio erwähnt
Diskussion mit Christopher/Iwan/Freunde/Familie (Work life balance)
Opportunität
SME - Flexibility
Agir en unificateur
Themes à aborder en priorité
(forces et faiblesses de M&S)
Equipe solide autour des Key Account
Si je pars, il faut trouver un remplacant pour MBDA puis le former
Accompagnement de Sven/Robin
Stefan, Alexander, Mirjam => easy
Role of M&S
Evolution de l'industrie
Reassurer les clients existant d'une continuité dans l'engagement
Supply chain drives sales capacity
Communication intense avec AVOR
Support aux achats
Connaissance de l entreprise
moyens de production
R&D
Process clarification & Roles and responsibilities: standardisation von Prozess (WB2 template zB)
Spririt : Continue to prone inter department work => collaboration (productives vs non productive)
M&S KPI / Ziel: increase EBIT/ Basics in accounting
Network conservation/development
=> see reassure customer basis
Resellers
Within Saab group
TRUST: Be validated by the team in my new position
Commitment, caring, consistency, and competence
Start with caring (the rest is long term)
What was important for each within Christopher management
What could be improved
Opportunity of annual review / review of the existing ones
At the beginning trimestrial review with each member
Existing commitment : trainings?
Transmission with Christopher of on-going projects
Stability/Continuity
Personality
Competencies
Weaknesses
Developpment personel
Interet du poste
Adequation
History