What is Interim Management?
What is Interim Management?
Interim Managers are senior, well qualified, highly skilled, practical and experienced professionals, who operate at a high level, working within a number of key performance indicators or milestones to facilitate change and get prompt results.
Interims adapt quickly to the client culture and move swiftly to manage change and make a difference to the assignment objectives.
Projects can be complex with a short time scale. They are usually short to medium- term and roles may be project management, change or consultancy focused.
What is the difference between Interim Management and Consultancy?
Interim Management is not consultancy!. A consultant usually analyses, advises and leaves recommendations about what is necessary and by when. In some cases, the implementation of these recommendations is usually done by the client.
Interims integrate and implement, become part of the business for a limited time, roll up their sleeves, get involved and get results.
The following factors are typical of the Interim Management Value Proposition:
- Return On Investment - Interim Managers add value by using their skills and expertise to help deliver an outcome, solution, service or mitigate risk that provides a meaningful ‘Return On Investment’ to a client
- Speed - Interim Managers are available at short notice on projects that need high impact for weeks or months. This means that they are effective immediately after joining a client organization
- Expertise - Interim Managers on average operate at a senior level in the client organisation, they are often over-qualified and bring skills, knowledge and expertise into their role to tackle a specific gap or challenge the organization faces in order to maximize success for the client
- Cost Saving – Interim Managers work through their own company so tax, pensions etc are all paid by the Interim Manager him or herself, hence a considerable saving for the client
- Objectivity – Interim Managers refrain from company politics. The aim is to provide a refreshing perspective and do what is best for the organization. Because they are not part of the ‘employed’ team, they can bring a new and independent view into the business, challenge current business decisions and can be honest without constituting a threat to the current management team
- Accountability - Interim Managers take responsibility and manage a business or project in their own right. They are held accountable for results and are instrumental in an assignment’s successful delivery. This means that the client benefits from peace of mind that the project is in hand
- Effectiveness – Because Interim Managers operate at or near board-level, it gives them the authority and credibility to effect significant change or transition within a company. Interims actively add value to the client organisation as a result of their expertise and approach, even when the work and the decisions to be made are difficult
- Commitment - A high professional standard is maintained because future work depend on a successful track record. A stake in the success of an assignment is therefore the norm. This is compared to ‘temporary workers’ who may be driven by a day rate or by securing their future
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