In today’s dynamic business environment, companies are forced to adapt at an alarming rate.
Whether it’s a special project, company restructuring, a total or partial factory relocation, or just the long-term absence of a key member of the management team, these problems can overwhelm a company with limited resources. Often, the most appropriate answer is Interim Management.
Interim Management is the temporary presence into an organization of an individual with management expertise in a particular field. These people are referred to as Interim Managers and will typically be experienced business leaders, able to: manage an organization trough a period of change or transformation, ensure the stability of a business after the sudden departure of a senior leader, develop and implement a strategic project or provide expertise in an area where the company does not have specialized internal resources.
An organization may choose the Intermediate Management solution when the role in question is not a permanent position or the permanent manager can not be found fast enough.
Interim managers are typically hired for three to nine months and help organisations who are undergoing major change, trying to implement a critical strategy or are looking to plug a critical management gap.
- Availability at short notice – Interim managers are available to start in days with minimum recruitment or termination formalities;
- Extensive experience – Interim managers are typically overqualified for the role, meaning they can operate fully autonomously if necessary with little guidance;
- Proven management skills & results – Track record and performance really count, so interim managers are used to being judged by results so they know how to deliver;
- Knowledge transfer – With a wealth of experience comes skill, contacts and knowledge that will be transferred to your team and remain long after they have left;
- Objective & Independent – While sensitive to the company’s ethos, they will not be constrained by company politics, personalities or protocols.
- Fresh perspective – Having no previous history with your business means they can look at the situation objectively and with clarity;
- Delivery – They can act as counsel to the Board while rolling up their sleeves to help deliver the strategy too;
- Flexibility & efficiency of resources
- Cost effective
- Solution without permanent commitment – Avoid permanent headcount in a tough economy.
Senior interim managers are typically highly experienced in a number of functions, and as a result are often adaptable to a range of situations. Typically interim managers are used:
- As a temporary senior leader to plug an urgent gap;
- To lead a change or transformation project;
- To help reinforce an existing project team;
- To bring a specialised skill set into a project.
Typically for temporary senior hires, an interim manager is favoured over a management consultant as they have similar levels of expertise and experience, are able to contribute strategically but are also prepared to roll their sleaves up and get hands on.
Both, Consultants and Interim Managers can provide your company:
- The latest thinking with ‘can-do’ attitude;
- Short-term access to top management talent;
- Strategic capability;
- An independent, fresh eye;
- The ability to fast-track a critical project
Go for an Interim Manager if you:
- Need a fast, turnkey temporary replacement for a missing management resource;
- Estimate that solving your problem will take couple of months – usually 3 to 6, or even more;
- Don’t have in your organization the required resources and skill set to deliver;
- Need someone to do the conceptual part of the project and also to implement it;
- Look for a more flexible and cost effective solution for your project.
Go for a Consultant if you:
- Have a punctual problem to be solved;
- Don’t have knowledge in your organization to develop the concept;
- Have the required resources in your organization to implement and deliver.
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