Professional, Experienced, Interim Management supplied by a reputable, well-established Agency such as https://iim.org.uk is very much like the analogies of “Holding Down The Fort” or “Stepping Into The Breach”. Both can mean to take care of a place or situation while someone else is away or busy, essentially they are assuming responsibility in the absence of a Manager. Taking full responsibility for a Business or Company temporarily, until a new, suitable Manager can be found. Often hired to fill a role quickly when there isn’t sufficient time for the more formal hiring process, an experienced Interim Manager provides leadership, motivates staff and ensures teams have the resources they need. Advising on and implementing solutions to business problems as well as helping to manage change, run a business turnaround program and fill a skills gap. Highly motivated, experienced and with a specific range of skill sets, they are able to “Hold down the Fort” and “Step into the Beach” more than effectively. Maintaining Business momentum they provide essential leadership until a long-term Manager is found to fill the role permanently. Able to evaluate current processes and suggest changes they can create schedules and deadlines for specific projects and work teams. Brought into a Company specifically to manage change, run a business turnaround program, or fill a skills gap, these Interim Managers are very well-educated, work oriented, driven and able to step into a role with confidence and authority.
Getting the most from an interim manager
Interim managers bring a wealth of experience and give organisations access to temporary leadership expertise. Because they usually come from outside, they can take a more objective view of the challenges and opportunities in front of them, and they tend to focus on delivering specific results within a set timeframe.
The arrangement has its challenges. Someone from outside can find it hard to fit into an existing culture or team. Interim management can be expensive, especially for smaller and mid-sized organisations, and a short assignment puts pressure on the manager to produce results quickly.
A few practices help an assignment succeed. Define the scope and goals of the engagement clearly from the start. Give the interim manager the information, support and staff they need. Make sure communication between the interim manager, the leadership team and staff is clear and regular. Finally, manage expectations, so that the drive for quick results is balanced with enough time and resources for the manager to do the job properly.