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This section provides reference resources, thought leadership and some practical insight. I plan to add content as and when practical. I hope you find it interesting.

What is Interim Management?

Interim Management is an industry standard term for the use of senior, professional directors and managers engaged on a fixed term basis to fulfil specific roles or deliver specific objectives.

Interim managers are skilled professionals operating at a high level within an organisation, typically used at short notice for short and medium term high impact purposes. An interim manager is able to bring a breadth of experience and skills plus objectivity to facilitate prompt results.

Interim Managers are used across virtually every sector and business function in both the private and public sectors.

Interim managers operate on a freelance basis and usually work through their own limited companies. Therefore interims are not temporary employees, but are professionals in business on their own account, with the risks and rewards that that implies. They are responsible for their own arrangements for holiday, pension, health insurance etc, and will carry professional indemnity insurance.

How an Interim Manager differs from a Management Consultant

There are a few misconceptions around the difference between the interim manager and management consultant. Indeed the delineation between these two roles appears blurred, they often appear similar but are really very different.

Having operated both as a management consultant and interim manager I can offer these observations:

A management consultant typically makes recommendations to an organisation's management team and occasionally advises on the implementation.

Whereas an interim manager implements as well as advises, typically having explicit responsibility to deliver outcomes from planning through to implementation and handover.

A management consultant is contractually obligated to his or her consultancy. He / she reports directly to the management of the consultancy whether or not the consultant has a client engagement. The consultant is obligated to spend a proportion of his or her time on the consultancy’s growth (recruitment, business development, sales, marketing, thought leadership, meetings, administration, etc.) even when engaged with a client.

Whereas an interim manager is contractually obligated to the client. He / she reports directly to the client's senior management and may have line management responsibility. The interims sole focus is successful delivery of agreed outcomes. As they rely on good references from their current job in order to get the next one.

What do you get with a Interim Manager:

  • Delivery focussed implementers. Advisors and hands-on where necessary;
  • Highly motivated resource - measured by their achievements;
  • Costs are lower than consultancy.

 

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