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Interim Management
- Introduction to Interim Management
- What is Interim Management
- The evolution of Interim Management
- The role of the Interim Manager
- What makes a good Interim?
- MORI Poll
- Interims for Management roles UK & Worldwide - Interims V Consultants
- Crisis management
- Sudden departure
- Managing Change or Transition
- MBO's and IPO's
- Mergers and Acquisitions
- Project Management
- Family-owned Businesses
- The Corporate Environment
- The Venture Capital Industry
- Finding the right Interim Manager
- The Selection Process
- Questions to ask
- Interim Management as part of an HR Strategy
- Research
- Information for Interims
- Order your CBI Guides
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Interim management links:
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Why choose BIE?
What's New?1.1. When organisations would use Interims
Within the group, all respondents have had some experience of using interims. The main reason for bringing interims into the organisation is to provide a skill set or to bring in experience that the organisation currently needs, be it due to a project-led or a resourcing issue. This includes cases when the organisation is:
- Searching for or replacing a current management team.
- Going through reorganisation: “...when you have not quite got there yet and are filling gaps. Obviously, when an organisation is more mature, you can look at bringing up your own talent within the organisation.”
- Facing uncertainty: "We were going through some very difficult times... had suspended the existing Director of Finance and a whole range of things needed to be fixed... We had something like five ex-Directors of Finance (interims)... And that was a very intense fix-it job. Fix-it and exit. Leave the legacy.”
However, there may be situations where interims may not be suitable. Notably, this reflects business confidentiality. For example, one respondent would not use interims for any senior operational or corporate roles - “I would be really uncomfortable with having someone for a short period of time taking that knowledge and expertise away” - but would, nonetheless, use interims to add value for specific short-term projects.
Bringing in an interim at CEO level is seen to be difficult. Respondents could see this happening in small to medium enterprises, but not in larger firms: “You need quite an enlightened Chairman or Board that would want to bring somebody in to inject a culture that is very different.”
Apart from this, there are no specific roles for which interims would not be considered. Some roles may be more difficult to fill with interims, but this is seen as a market demand issue. The more important issue is that organisations need to be clear about the problem they are trying to address.
“You have to be clear whether you are looking for someone to come in and do a job and implement and deliver an outcome for the organisation – or whether you are actually seeking specialist knowledge and advice that presents the organisation with a potential solution to a problem, in which case you are looking for a consultant.”
To discuss your interim management requirements with BIE call +44(0)20 7222 1010