The differentials of hiring a good CEO Interim Manager
One of the most important things that an Interim Manager must do is to fully understand the environment in which he will carry out his management.
Interim Management is a modality of hiring executives with a high level of knowledge, skills, seniority and experience. These professionals have a profile strongly oriented to the achievement of results based on short- and medium-term objectives.
Now, an Interim Manager who meets all the attributes mentioned, will surely fulfill the task for which he was hired. But ¿what must have a profile of these characteristics to really differentiate? Let’s carry out the analysis from 5 points of view:
1 – Understanding the environment
One of the most important things you must do in Interim Manager is to fully understand the environment in which you are going to carry out your management, so you must have clearly identified the following areas of the company:
a – The position and needs of shareholders/board
It is imperative to generate the appropriate space with the shareholders / directors to be able to establish the necessary bonds of trust and have a detailed overview of the position of each of the members with respect to the status quo of the company and the real expectations each and every one of them, with respect to the short, medium and long term.
b – The economic/financial situation
This issue is key to understanding the situation through a P&L, a Cashflow and the balance sheets of the company of the last 3 years. With this information, a professional with the right experience can already have a diagnosis of approximately 75% of the general situation.
c – The organization in all its dimensions
With the understanding and knowledge of the organization, considering the work environment, the profiles of its employees and their strategic positions and communication culture, an Interim Manager can finish configuring the complete company situation.
“Given that an Interim Management implies time-bound management in which results must be achieved in the short and medium term, it is imperative to carry out the diagnosis in a very accelerated way to be able to quickly align the objectives to the strategic plan of the company”.
2 – A healthy organization
Given that an Interim Management implies time-bound procedures in which results must be achieved in the short and medium term, it is imperative to carry out the diagnosis in a very accelerated way to be able to quickly align the objectives to the strategic plan of the company.
In some cases, the hiring of a CEO Interim Manager allows him to incorporate into his management, a task force of professionals of his confidence, in order to achieve results faster, but even when that is possible, it must be considered that in 90% of cases, these efforts involve to a greater or lesser extent, an organizational restructuring.
Now, an issue that is a condition without equanon for a good Interim Manager, is that when his management ends, he must make a transfer of command to the professional who takes responsibility permanently, to which he must leave a healthy organization from every point of view.
When I talk about a healthy organization, I speak of a team of employees that at any of its levels, adapts to this new management style, is part of the objectives and the corresponding results and allows this new path undertaken, to continue its process of continuous evolution.
“A good Interim Manager must contemplate in his planning, the task of transition to the executive who takes over the function once his management period ends.”
3 – A harmonious transfer
A good Interim Manager must contemplate in his planning, the task of transition to the executive who takes over the function once his management period ends. And without a doubt, if this task is incorporated into your plan as part of the objectives to be achieved, the transition will be properly carried out.
In many cases, companies are interested in discovering internal talents that can occupy this position and in others, a hunting is carried out for it, supervised by the Interim Manager. In any case, the interim executive must strive to have at the exact time, the defined candidate to take the permanent position, in order to properly do the transfer of knowledge and training.
In this way, to achieve a comfortable transition process for the organization, and thus allow the process of evolution to continue harmoniously.
4 – Long-term results
Beyond the fact that this executive meets the objectives that are predefined, the most important differentiation of a good Interim Manager is to structure his management in such a way that the fulfillment of the defined objectives allows, in turn, that they are the foundational basis of the long-term business strategy, that is, that they are sustainable and sustainable results over time and that whoever takes the post of their function permanently, can continue with the evolution of the company or the area in a solid way.
5 – Shareholder satisfaction
In many cases, the INTERIM MANAGER fulfills his objectives, makes the transfer of functions to the new permanent CEO of the organization, and continues his way to other companies that require his services.
But it also happens that when he manages to achieve or exceed the planned results and has generated a strong empathy with the organization, the shareholders do not want to lose a talent of this size, and they summon him to develop a new role in the company, but now as a member of the board.
This is a natural process that occurs repeatedly because they identify in that executive, a leader who can continue to coach his successor, continue to provide added value from a more strategic angle and in turn, for the organization is a message of strength regarding the commitment of shareholders with the appropriate leadership profiles for the culture of the company and its long-term vision.
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