Consultdustry Managers & Consultants - Serving Tech Industry in ASEAN Countries

Profile Interim Manager

Interim managers do have a particular profile and attitude;
• a proven track record (not a next career step),
• have professionally have chosen for and made a focus on their “interim management” services – a balance between specialist and generalist,
• do have an authentic identity, empathetic appearance based on a positive meaning, subservient as a mission,
• are usually overqualified for the job and recognized this as a determining condition,
• are selective in accepting assignments, as they will only accept those projects that meet their requirements and favorable assessment of success (as this determines their track record).

In addition to the profile, interim managers do have some unique characteristics, they;
• will primary serve the organization’s interests and results, the project challenge is their interest (not their own financial gain, also proportionately no exorbitant fees are paid!),
• are true entrepreneurs, do like to operate as pioneers but have an extraordinary experience,
• are people-managers able to mobilize, connect, activate and encourage a team(s) and organization, and are present at all levels,
• do have unbridled enthusiasm and energy to succeed in interim assignments (interim is not a regular job!),
• adequately operate in different roles (of leadership), sincerely and not threatening,
• are precisely explicit in their acting and communication,
• have strategic insight and an operational (hands-on) management style, and will take proactive responsibility,
• are able to quickly recognize complicated matters and come up with problem-solving approaches,
• are stress resistant, independent, leaders,
• ensure optimum project performance – also in relation to project tempo, conservation, other stakeholder’s interests and make themselves as soon as possible redundant.

All in all, not an easy case. It also asks for a very rare combination of profile, attitude and characteristics to be considered and be appointed as an interim manager. The essence of the appointment of an interim manager is affinity. Often substantive expertise is already widely available within the departments or the management of an organization. In interim management aims to focus and exploited the available expertise, connecting specialists, to mobilize and activate people to achieve goals together. To establish such change management processes and bring those to an successful conclusion, are often the ultimately intention of a client. And thus also the main task of an interim manager.

Affinity is a determining factor, often the given time or urgency is an another limiting factor. The range of interim management contracts ranges from the serene in harmony preliminary activities for a start-up company or a intended policy change to under time pressure crisis assignments where the continuity of the company is not guaranteed and everything in between. It is obvious that the situation is large extent decisive for the choice of a particular interim manager.

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