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Interim Management


INTERIM MANAGEMENT

“Executive Interim Management - Business Problem Solvers And More”

Appropriate Term

• Business Problem Solvers


Image: Consultdustry Interim Management: business problem solvers
 

Content

• what is executive interim management?
- hired c-level executives to lead businesses in change and to solve business problems

• our definition of interim management
- hired management power with the goal;
--- business continuity assurance,
--- enhance competitiveness and
--- increase shareholder value

• interim management main features
- are “uncommon, risky and nasty jobs”,
- leading daily operations,
- research, advice to plan and execute programs,
- delivering agreed outcomes and
- supervision/additional management services

• executive interim management, in cooperation with associated interim managers
- a primary requirement to achieve defined, sustainable objectives

• the 6 types of (executive) interim management
- there is a distinction between the impact, the urgency and the change management component

• executive interim managers and the difference with executive directors and management consultants
*- executive interims are
--- over-qualified,
--- do have a proven record in similar problematic business situations,
--- simultaneously excel in operational management, consulting and implement change
--- are independent and objective to act towards solely company's interests
--- are able to make drastic decisions and
--- do have a variety of management styles (adaptable)
*- permanent executive directors
--- do focus, as organisations have to be 'lean', on daily making operational decisions and
--- are tied to their employer and career
*- management consultants
--- are restricted to specialist advice or project assistance
--- without having the authority or responsibility for the execution
*- executive interims
--- do advice & planning as a consultant however interim executives
--- do have a hierarchical position (direct operational and change authorised) and therefore
--- the responsibility for leading an organisation and
--- (simultaneously) realising predetermined (change) goals.

• interim management agency role and task
- it is not just sending resumes, but adding value by
- taking final responsibility
- support decision-making
- supervise
- ensure objectivity
- increase success and
- deliver better outcomes

• 13 reasons to engage Consultdustry for executive interim management assignments in Asia
- we are independent, devoted to improve clients’ business - read text / see image

• Consultdustry sector and area of interim management services
- B2B technical/industry sector; such as manufacturing, construction, energy, engineering, logistics and trade in Southeast Asia & China

Read FAQ Interim Management

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Image: Interim management: ratio in activities (tasks and time) in change management (executive interim managers) and operational management (temporary management)


Interim management services Asia

Executive interim management features are;
• interim c-level executives (interim CEO, interim COO, interim CxO positions, read more ad interim positions)
• to lead daily operations,
• plan and execute (strategy, growth, restructure, culture & change)-programs,
• with a focus on delivering agreed outcomes,
• the need of a control model supervised by principle/progress director,
• ability to provide additional business services (expertise & support).
• acting in “uncommon, risky and nasty jobs”, such as
• crisis/recovery, turn-around, transition, start-up and statutory executive interim management (interim CEO, interim COO, interim CxO positions)


Our definition of interim management

The appointing an externally recruited and supervised, temporary executive for a specific assignment with task-setting outcomes which should typically be achieved in a period of 3 to maximum 18 months. Interim management includes day-to-day operations, business advice and implementation and is a practical and proven method, ‘hands-on to achieve results’, where a powerful impulse is needed;
• for managing the organisation,
• determining strategic and/or operational plans
• gaining insight and overview,
• identifying potential shortcomings,
• anticipatory management, preventive corrective measures,
• solving problems,
• implementing plan improvements and changes.
In this interim management aims
• continuity assurance
• enhance competitiveness
• increase shareholder value.

Image: Interim management concept/definition: 1. the trinity of operations, counseling, development 2. change and situation driven 3. steering and supervision. Read more: Interim management concept


Interim management, in cooperation with associated interim managers

Consultdustry provides Executive Interim Management, in cooperation with associated executive interim managers, who ensure sustainable results, as they are;
• highly experienced, C-level executives (former CEO, COO, CxO as associated interim managers)
• with specialist expertise and
• a proven track record
• hired on a project basis to solve problems
• managing the day to day operations
• fulfilling these line management responsibilities
• as well managing a period of transition or crisis
• for this period they are responsible for implementing a planned change
• on a contract base that will be delimited by time and will have defined objectives to achieve
• in this interim managers are offering a more cost-effective, practical and result driven solution than management consultants.


Types of interim management

Image: Interim management types and ratio and impact of change management in relation to the share of operational management. Read more Types of executive interim management services

In executive interim management, we distinguish the following services which are often associated with the urgency of executive interim management contracts;
• Crisis Interim Management / Recovery Interim Management
• Turn-around Interim Management
• Transition Interim Management
• Project Interim Management
• Program Interim Management
• Start-up Interim Management
• Executive Interim Management as a temporary statutory managing director / interim CEO


How does an interim manager role and profile differs from an executive director and a consultant

Image: Perspective job content comparison: executive interim managers and the difference with permanent employed executive directors and management consultants.

In many companies and organisations, there is a shortage of specialised, competent and progressive managers, who are able to independently lead a company or organisation and (in a short time) to achieve a result-oriented project. Because the right person is missing within the existing board or strategic positions, this can ensure that an organisation gets (further) into trouble. This is an important reason why in many cases use is made of interim management. Interim management means the temporary appointment of an external manager within a company or organisation who therefore has received a specific assignment. The interim manager provides additional knowledge to create added value for the company.

An interim manager is first and foremost an overqualified executive who has specific knowledge and experience in order to be able to give concrete results to a particular assignment in exceptional circumstances. In addition to the knowledge and skills of a 'permanent' executive director (board of directors member and company employee), an interim manager also has some characteristics and proven skills that make him/her more suitable for the temporary operational management of an organisation. In addition, an interim manager can also give both, guidance to analyse & advice procedures and to implement change processes. Furthermore, an interim manager can take on various tasks and a variety of management styles. It should be noted that, partly due to the versatility and personal character, an interim manager is often less suitable for a 'regular' management job.

Organisations are 'lean' with directors who are almost entirely seized to make daily operational decisions. That is where their strength lies, but for organisational improvements and changes, other expertise is needed. However, due to their daily workload, permanent managers are unable to develop them. The fact that an interim manager operates on a temporary basis is an essential property of interim management. In almost all cases, an interim manager has no prior knowledge of the specific company and has no emotional ties with it. This allows the interim manager to be objective, business-like and efficient and to fulfil the interim management assignment. This makes it possible for an interim manager to make drastic decisions. A 'permanent' director must build up (future-oriented) credit and think about his/her carrier. The interim manager does not have this obstacle and can fully and solely focus on the company's interests. The interim management is thus in many cases a practical solution that leads directly and to lasting results.

Almost always, although there are exceptions to the rule, the interim manager takes an existing final responsibility position at c-level. Sometimes it is a new function, or a function that can be cancelled later (f.e. as a result of a reorganisation) or it can be a management function of a significant project.
Another characteristic is the urgency. Interim management is mainly used curatively, but present-day interim management is increasingly being used preventively as well. Interim management is change management and solving (potential) problems. The majority of interim management activities are still curative; solving urgent problems. After all, few companies and organisations take measures in times that things are going well. In most cases, the management of the organisation will wait until the problem has increased until they can no longer cope with it and interim management then has to offer the solution.

An interim manager is an external person and temporarily, there as a permanent director in interim management, always corrupted by the career perspective. Furthermore, the objectivity of an external interim manager has other advantages;
- not being influenced by the culture of the organisation, which gives a fresh look at the problem,
- is often more credible, because there will be thorough analysis or a second opinion before proceeding to implement improvements and changes,
- have experience gained from other companies and sectors and from that experience the interim executive will also be able to make a number of recommendations,
- is also a clear signal of the seriousness to come to organisational changes and improvement.

In order to solve problems within organisations, management consultants can be contracted as an alternative to an interim manager. The dividing line between the interim management and the regular organisational advice may not always seem clear at first. But there is a massive difference between consultants and interim managers.An interim manager has a direct operational and change authority from the hierarchical position in the organisation and can therefore act and take decisive action. In contrast to interim management, a management consultant restricts himself to giving a specialist or non-specialist advice or a project approach but does not have any authority or responsibility for the execution of the advice or project. Management consultants can also be contracted for process management assignments, which is too often confused with interim management. But process management has to be seen more as advising and coordinating at the top of the organisation, during a long-term (usually) change process, rather than being responsible for managing the organisation.The essential difference between these two roles is that the real challenge lies with interim management; the responsibility for leading an organisation and (simultaneously) realising predetermined (change) goals.


Role and tasks of an interim management agency

Image: Role and task interim management agency (Consultdustry Interim Management Asia definition and requires specific competencies/attitude - interim management services is more complex than just sending an resume)

If an organisation wants to start with executive interim management without an interim management agency, they are going to take an unacceptable risk. Not only is the knowledge and experience with interim management processes missing (for sure it is not an all-day solution), but especially the objectivity is lacking. Enabling an interim management agency undeniably means increasing the chances of success - better outcomes!
Finally, the role of an interim management agency encompasses much more than just the recruitment of an available interim manager. The role and task of an interim management agency will have to include;  
• prevention to avoid failures in the interim management process made by the client (most incurred 'mistake' is the appointment of a non-independent and non-impartial interim manager from the client's own network; just a figurehead)
• determining in consultation with the client whether interim management is the most suitable solution for the proposed problems
• doing the order intake and assisting the customer in formulating the assignment and conditions
• offers advice and guidance in the analysis of the problem and makes the first approach to the solution to be implemented
• selects and can within a few days arrange an introduction of one or more candidates, who can successfully fulfil potential the interim management assignment
• supporting the customer in a hectic period for a company is available as a sounding board and mentor
• advising and supervising the decisions to be taken by the customer
• ensuring that the agreed process obligations will be fulfilled, such as expectations, time planning, interim reports and consultations, stakeholders roles, objectives and results
• the master plan of the interim assignment will be regularly updated on the basis of current events by the interim manager and that this plan will serve as the basis for the periodic reporting and consultation
• will continue to monitor the quality of the services, procedures and goals to be delivered
• taking care of principle/progress management; the active role as supervisor to guide both the client and the interim manager and to prevent conflicts
• the ability to provide additional specific expertise, services and support when necessary
• ensure the correct completion of the assignment and the transfer/follow-up of the implemented policy concerning an employee(s) to be appointed
• arranging the replacement of the interim manager in the event of illness or unforeseen circumstances
• being a guarantee for the position preservation without potential claims for both the customer and the independent interim manager


Why us - choose Consultdustry interim management Asia

Image: Added value Consultdustry executive interim management services Asia - Also read 23 benefits of interim management

Consultancy for interim management assignments in Asia as we are devoted to deliver results.
• practical experience of our partners
- our partners have management and work experience in carrying out interim management assignments. We have executed executive interim management assignments ourselves for many years and are therefore also a worthy discussion partner to discuss difficult business situations.
• adequate supervision and guidance
- interim assignments require principle/progress management, steering for the best possible results and optimal mutual cooperation
• proven interim managers
- we work exclusively with screened, selected associated interim managers who understand their profession and we are NOT a collection bin for forwarding interim management resumes!
• specialists
- our focus on interim management services is the Asian industrial sector; including engineering, construction, manufacturing, energy & trade
• complete service
- optional multilevel and multidisciplinary team(s), additional expertise as the assignment requires.
• method
- planned working methods with clear decision-making, a customer has and keeps full control over what, how and when!
• engaged
- commitments based on respect, trust and confidence; we will NOT share your state of affairs, and we act with the utmost care with all confidential information
• people-oriented
- we give attention to people; especially behaviour, change and leadership. This is because we believe that this is decisive for making organisations work optimally.
• cost efficient
- speed to get the job done, targeted and efficient solutions so that the investments in interim management are profitable and easily recouped
• approach
- our interim managers bring calm and structure to complex situations through our years of experience and with a clear approach; thorough analysis, advice, design and implementation.
• obligation
- we consider it a privileged position to help companies and find solutions for our clients who give openness in their delicate business situations
• flexible contracts
- if this is required, we are open to a different reimbursement of our services as the usual daily rates
• results
- Consultdustry interim management is independent, and we only have one goal: to improve your result.


Area of interim management Asia services

Consultdustry provides and supervise executive interim management and interim management positions / interim management assignments in
• ASEAN countries; Brunei, Cambodia, Indonesia, Laos, Malaysia,  Myanmar, Philippines, Singapore, Thailand, Vietnam and
• China including Hong Kong, Macau and Taiwan