Interim Management, change management and executive recruitment from BIE Interim Executive
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Mori HR Directors' Dinner Discussion on Interim Management

Summary of Findings

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. There are no specific roles for which interims would not be considered.

Cultural fit is the main quality sought in an interim. 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.

Generally, the approaches that respondents use to source interims tend to be relationship-based. This includes:

  • going on previous experience, contacting individuals or companies they have previously used and have had success with
  • using their personal network, be it a register of people they have built up over time, e.g. from speculative CVs, or interim agencies they have met at conferences
  • going straight to the two or three interim providers which they have a relationship with

As such, establishing and developing a relationship – and ultimately a partnership – with this audience is key. Respondents expect interim providers to understand their organisation’s needs and culture; they want interim providers who can offer resourcing solutions.

Respondents also want to learn about the latest thinking on topics that are of interest and of relevance to them, that can help address some of their resourcing issues. Towards this end, events such as breakfast seminars can be quite appealing.

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