 |
|
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
|
Interim management links:
|
|---|
Why choose BIE?
What's New?1.4. Qualities sought in an Interim
Cultural fit is essential and is the main concern for respondents. It is imperative that the interim is able to understand the organisation within a short period of time, usually within two or three weeks, and slot in culturally. Having done this, the interim then has to be prepared to challenge the status quo, if necessary.
“The person that can come in and sniff the culture and understand what it is, but then has the ability to talk about the extent that he wants to change things with the culture or against the culture and has the ability to challenge the culture, having understood it , I think is one of the key things I look for.”
In addition to cultural fit, the ideal interim also needs to:
- be a specialist, as opposed to generalist, in the field – and ideally be overqualified for the job
- be adaptable, being able to move across the private and public sectors
- hit the ground running; to be able to integrate into the new organisation/team and to pick up things very quickly
- have self-determination, drive and resilience
- be a safe pair of hands for the length of the appointment, and to
- add value within a short time-frame
To discuss your interim management requirements with BIE call +44(0)20 7222 1010