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LIM Sales and Consulting, Inc.
Core Competency Coaching with a simple "Less is More" Approach
Interim Management is the use of a senior executive on a contract basis to manage a business project or function in order to fill unforeseen absences or to manage discrete projects.
Interim management does not only fill a position in an organization, it can also provide a competitive advantage.
Situations where you could consider the use of an Interim Manager include:
- Company Turnaround and Business Recovery
- A factory move, implementation of lean manufacturing, etc.
- As a facilitator to assist your team with an issue where they have had little or no experience
- Managing the transition to an out-sourcing policy
- As a gap manager covering for illness, maternity, or simply the time it takes you to recruit a permanent replacement for a departing team member
- As an Interim project manager when your permanent resource is simply unable to cope with workload or time constraints
- As a supplement to fast growth while your infrastructure is built to manage the ongoing workload
Interim positions that can be filled by LIM include
- Interim Chief Executive Officer
- Interim General Manager/VP
- Interim Operations Director/VP/Manager
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- Interim Purchasing Director/VP/Manager
- Interim Production Director/VP/Manager
- Interim Quality Director/VP/Manager
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An LIM Interim Manager will offer credibility, self-motivation, objectivity, accountability, and flexibility as well as:
- A seasoned / mature approach with self confidence (but not arrogance)
- Experienced people management that will draw the strengths and the best from a diverse team
- Strong communication skills to work with the senior management team, front line managers and staff, and floor personnel to deliver appropriate key measurable(s)
- The ability to hit the ground running and quickly form an understanding of a complex organization
- Adaptability – fits in, not status conscious, team player
- Lateral and strategic thinking with hands-on operation
- Political awareness - sensitive to the situation – but without getting involved in corporate politics or compromising the clients core values
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Creating an Interim Management “Win / Win” situation
Both clients and Interim Managers have a vested interest in ensuring that an assignment is successful – the client because it wants results delivered and value for money, the Interim Manager because the success of the current assignment sells him/her for the next one.
Responsibility for a successful outcome does not fall solely on the shoulders of the Interim Manager– clients have their part to play, and the following pointers may help, particularly if you have not used an Interim before, or have used an Interim Manager but did not get the best out of the relationship.
- Be clear on why you are using an Interim
- Have well defined outcomes/expectations
- “Sell” the appointment internally
- Give the Interim the requisite executive authority
- Allow adequate “space” to do the job without “over-management”
- Expect effective senior outputs, and provide the necessary “environment” - Not a desk in the middle of a hot desk area, treat them with respect as senior team member, & keep them in the information “loop”
- Explain how things are around the business unit - Appoint a liaison contact – day/week one and ask at intervals if they have what they need
- Meeting of minds - Talk regularly and understand their processes
- Remember – skills are usually transferable. Is industry knowledge as important as you think?
- Don’t necessarily look for a “clone” of your permanent employees. The Interim should bring a breadth of experience which your full time staff may not have
- Choose the Interim Manager on overall value for money, not lowest daily rate.
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