There are various different business situations that could result in the need for an interim manager. Typically these could be situations such as crisis management, sudden departure, a longer hiring process than expected, illness, death, change management, managing change or transition, sabbaticals, MBOs (Management Buy-Out) and IPOs (Initial Public Offering), mergers and acquisitions or “simple” project management. The functions of an interim manager are almost endless, thus the scope of an interim manager’s skill set is quite unique.
We offer highly professional and senior leaders to take on such roles, either for the time requested by you or if combined with Change Management or Post Merger Integration for a time period that we together identify as most feasible, it could also be to the achievement of some target(s).
As interim managers we
- can be in place within days as opposed to weeks or months, which is essential when time constraints are paramount. We become effective quickly upon joining your organisation, due to our experience and expertise, we conduct and complete assignments effectively and with due speed.
- typically operate at a senior level in your organisation, often being sensibly over-qualified for the roles we take on. We can bring skills and knowledge not otherwise in place, to address a specific skills gap or problem. Our experience and expertise enables us to be productive and make a noticeable impact from the outset, maximising the likelihood of success.
- unencumbered by your company’s politics or culture, provide a fresh perspective and are able to concentrate on what’s best for the business. Being independent operators, we are able to contribute honestly without constituting a threat to your incumbent management team. Not being part of a larger business we are not pressured to unnecessarily extend our assignment.
- act as and are managers responsible managing a particular business or project. We are accountable for results and are not taking a purely advisory role
- are given the authority and credibility to effect significant change or transition within a company if we operate at or near board-level. Unlike an ‘acting manager’, we’re not just there to ‘hold the fort’. We actively add value to your organisation as a result of our expertise and approach, even when the work and the decisions to be made are difficult.
- add value by using our skills and expertise to help deliver an outcome, solution, service or mitigate risk that provides a meaningful ‘return on investment’ to you. We prefer to be paid on the understanding of goals and objectives being performed and delivered, and not simply on the basis of attendance.
- maintain high professional standards because our future work relies upon referrals and a successful track record. We therefore have a stake in the success of the assignments that we undertake. This contrasts favourably with other ‘temporary workers’ who may also be seeking ‘permanent employment’ or simply motivated by a day rate or extending their tenure.