Interim Management

The world of business has changed dramatically over the last twenty years, and changes faster every year, and no well run organisation should ever be in a position to handle every single opportunity that presents itself without recourse to external help.

Opportunities arise (or should be made to arise) every business day – both ‘positive’ and ‘negative’.
 
An opportunity to acquire a competitive business – to move into a new business sector – to expand overseas – to merge with a friendly rival – to start up an entirely new, unrelated business – to capture a big new piece of business that will double our size – to react to market pressures and sell a poorly performing subsidiary – to close an office and contract-out an internal service – to reorganise after losing a major client – to restructure after a senior resignation…..

Any organisation that has suitably qualified management talent already employed and yet able to react to the above opportunities would be out of business in no time at all – what on earth are these people currently doing and how can you afford to keep paying them?

Interim Management, from Fulcrum Business Management Solutions, is designed to help businesses take advantage of these opportunities when they arise (remembering that, at base, there is no such thing as a problem, only an opportunity, so these should be taken) and successfully capitalise on them without having to maintain an exorbitant payroll and without wasting opportunities by not having the talent available when needed.

Equally important, being “Interim”, once the project is over and the opportunity successfully taken, the relationship can be terminated, ensuring on-going financial control and management. There is no need to review the legacy impact of hiring somebody – and no need to wait for an extended time while searching for the right person, assuming they can be found – nor the complications of what to do with them next.

From the organisations’ perspective, “Interim” means there is no threat to others – will he want my job when the project is finished? What does it mean to me if I didn’t get to handle this project?  If I recruit somebody who is better than others in my business will that cause me other problems with them? Will Mr Y be threatened by having an older more experienced (or worse still a younger, more experienced) person working for him and how will he react? The benefit of Interim management is that you have immediate access to highly qualified and experienced people, used to handling varied business decisions and situations, able to react quickly and effectively as a supplement to a current team, able to integrate and interact with the existing staff and able to move on when the project is completed

Interim Management is highly cost effective – there are no start-up delays and no recruitment or termination costs. You are not responsible for any additional costs during the assignment – CPF, bonus, insurance, medical, holidays – and the high fixed costs of permanent office space, secretarial and HR support. You are not required to train and develop the Interim Management staff and commit time to these activities – they start the job trained and able, and only in need of orientation (which would apply to anybody used even internally).

Interim Management have clearer loyalties – to the business and the project / solution. They do not have engrained political attitudes or personal agendas and therefore offer focused time and commitment

Interim Management is provided by experienced senior managers, with broad international and multi-cultural exposure and a work history that covers both recessions and periods of positive financial growth > business cycles that cannot be ignored when decisions for the future are being taken.

Interim Management is provided by managers with significant people skills – the ability to create consensus and commitment quickly, to understand the key personal drivers for staff at all levels of the organisation whose support they can then use to ensure successful delivery of the project. Whatever the project, its final determinant of success will be the people who are responsible for its long term implementation, people who will remain in the business after the Interim Manager has left, and therefore their absolute support from the very first stages of the project is essential – but this can only be guaranteed by quality people management. And the fact that Interim Management is no threat to the incumbent staff members is a further essential tool for its success.

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