Regardless of size and stature, there are times in all businesses where expert help is the only way to move forward.
That’s where interim management comes in to play; Interim Management is the temporary delivery of management resources and abilities deployment for either short or long term, depending on the circumstances that led to them being brought on board. Interim management gives you instant access to individuals who work independently at board level or upper level management with a specialist skill set and a proven track record of achievement.
There are a number of reasons a business may decide to hire an interim manager; it may be that you have decided to restructure, reorganise or change direction and having someone with valuable knowledge and expertise can provide support and industry insights. You may have suffered a crisis within the business and need a fresh perspective and additional resource to help overcome the lasting impact and implement a strategy to prevent the same circumstances from reoccurring.
Interim managers are there to provide instant expertise, either role specific or industry experience, they deliver high impact results on a relatively short term basis. Interim managers are not a low cost option and command high wages in return for their highly impressive track record, but the results are often worth their weight in gold. Aside from a higher wage, they do not cost the business any extra with regards to entitlement to sick pay, holiday pay or pension contributions and are not paid bonuses upon the results of their work.
Clients choose to use interim managers to take advantage of a wealth of fine honed cross-sector skills. To be effective, it is critical that interim management is implemented in a focused and controlled manner with clear objectives and lead times in place. It is vital that the expert you choose has a clear understanding of your company culture and values and maintains its integrity.
Due to the instant introduction of interim managers within a business, they do not make personal connections with the staff, and are therefore able to make business decisions, void of any emotion or office politics, a great asset when there are unpopular decisions to be made or a neutral stance is required. They thrive on achieving tremendous success and their reputation and record will go before them and become their livelihood and remain focussed throughout a project to ensure consistence is delivered.
Once the assignment or project has been completed, an interim manager leaves- they are not required to be repositioned elsewhere within the business, which not only saves costs long term from the perspective of the Accounts and HR departments, but also does not inject any worry or threat into your existing team.
The legacy left by interim managers is felt for a long time after they have finished their post within a business. They embed changes and instil a new motivation and fresh perspective among existing staff, often having assisting in developing senior members of the team to continue to work in the way that has been implemented. In the majority of cases, it is mutually beneficial for an interim manager and their clients to keep in contact and interim managers may even offer on – going coaching and consulting, meaning the successes first experienced will long continue as the business naturally changes and adapts.
For further information please visit: www.green-park.co.uk