Here’s your scenario, you have a programme of major changes going on in your business … and your key senior resource leaves.

What do you do?

You could delay the changes? Muddle through? Or maybe you could consider getting an Interim manager in to cover the gap.

Why an Interim manager?

An Interim is a senior manager employed either on a direct contract or via an agency. They are typically a person with an extensive experience of working in a particular discipline and likely to have significant direct experience of the industry sector.

You would expect them to already have all the tools in their locker, a strategic thinker, technical expertise in their specialism, team management expertise, financial management skills, project management and the interpersonal and communication skills necessary to deliver change.

An Interim will have the seniority and gravitas necessary to operate at the executive level within an organisation, and they are often regarded as overqualified for the post they are recruited to fulfil.

The benefits an Interim brings

Interims are normally available at very short notice (I’ve taken a call on a Wednesday, interviewed Thursday, agreed contract Friday and started work at 9:00am the following Monday). They would often be brought in to a business to cover key resourcing gaps where the business cannot afford the delay inherent in the normal recruitment cycle. Alternatively they can be used to bring a specific skill set into the business for the duration of a particular change programme.

Because the wealth of experience the Interim brings to the role, they will be up to speed with the issues and nuances of your particular circumstance far quicker than you would expect from a newly recruited member of staff. Adaptability is a key skill for an Interim as they move from business to business and role to role delivering change. The depth and breadth of their experience means that they are capable of operating autonomously to achieve the business objectives with minimal direction or can act as an integral part of a project or programme team as fits your need.

Use of an interim allows an organisation to make use of the skill set that person has but also to transfer that knowledge into the business allowing their colleagues to continue to benefit after the Interim has completed their contract.

Interim or Consultant?

Each has their role. The difference between an Interim and a Consultant is primarily that the Interim is expected to fulfil the role as part of the team, whereas a Consultant would be expected to work to a brief. Consultants advise, Interims advise, manage and deliver, with the emphasis on manage and deliver.

Enhanced management skills are essential to a good interim, to be able to manage the team, the supply chain, the expectations of the business stakeholders and the delivery of the change programme.

Delivery

Delivery is the key, a good Interim will be able to devise and develop the strategy necessary to meet the business needs, but they also will drive the delivery of that strategy and will be able to point to a strong record of achievement in the delivery of change in their chosen specialism.

They are also able to bring a fresh perspective, they can be sensitive to your corporate culture and values but as they have no history within the company, they are not involved in any office politics and can bring an objectivity to the role, applying their experience and knowledge with impartiality.

How to benefit from your Interim

To get the best out of your Interim, give them a clear brief, and let them get on with it. Support them by allowing them the space to deliver the outcomes you seek. You should expect them to consult, report and feedback almost as a reflexive action so you will have a clear understanding on progress.

Utilise their experience and knowledge. Listen to what they have to say, especially if they are highlighting weaknesses within your organisation or your change programme.

Their views will be a culmination of their years of experience at senior levels combined with a strong drive to deliver business beneficial outcomes for your business. Whilst they would be expected to be politically sensitive to your organisations culture, they are not a permanent member of staff so will remain task focussed and impartial as far as any machinations within the business.

Your Interim manager is not going to be cheap, but you are paying for their superior productivity and that wealth of experience and knowledge. A skilled Interim will prove to be a cost effective resource, as well as helping you and your business to meet your strategic objectives.

About the author

Andrew has over thirty years’ experience working in senior ICT Management in a mix of permanent and interim roles. Thirteen years were gained in social housing, the rest in a mix of B2B and B2C commercial roles.