How to get the best from an Interim Manager
Interim Managers are high calibre individuals that have made a conscious decision to leave an executive corporate career and pursue Interim Management. There is no safety net, employer/employee relationship, probationary period or learning curve. If they don't deliver they don't get work ! They earn their day rate by being very good at what they do.
To get the very best from an Interim Manager :-
- Challenge the Interim Manager, the more difficult and complex the issue the more they love it. So stretch and push them !
- Interim Managers are often overqualified, and have a wealth of experience, they need to be to hit the ground running, they add value, seek their views.
- Be clear on deliverables, the Interim Manager will run the assignment like a project, and will agree the remit, deliverables, stakeholders and how success will be measured. We always seek exceptional people skills in our Interims.
When to use an Interim Manager
- They are totally independent with no baggage and not seeking a long term career, use them to give an external view. They act in the interests of the client, not themselves
- They are excellent at "bridging the gap" allowing you to exit an individual and quickly bring in an Interim Manager to stabilise the function and actively help recruit a permanent replacement
- Interim Managers are not consultants, they are very much "doer's" They implement a strategy and deliver the benefits and ROI
- When there is a challenge that requires a specific skill-set. That skill-set may not exist in the organisation and rather than make-do with a 50% fit. Bring an expert in for only as long as required. They know the questions to ask. You are getting the experience and lessons learnt from someone who has "been there" before and have the comfort in knowing the right person is in the right role. Mitigating Risk
When not to use an Interim Manager
- Interim Managers are not best utilised in Business as Usual (BAU) roles. They are not challenged and an expensive way of filling a staff position in the long term.
- Limit their duration, although they do their best to stay independent, after 12m they can become part of the furniture and not bring that outside perspective.
To discuss Interim Management please call us on 0207 559 6767 or email info@creaminterim.co.uk we would be delighted to pass on our experience and knowledge.
