What Should You Look for In An Interim Manager for Business Transformation?

If you have decided that your business can benefit from hiring an interim manager, whether to help with a change management project, implement a new system, or defend against an unsuccessful project, you now have to focus on identifying the right person to work with.

You know that interim will be used to deal with tight deadlines, high pressure situations, and to enter established teams, so you would expect to see evidence of this in their resumes.

 

 

But what exactly should you look for in an interim manager? And how do you know if someone is good for your business?

We have prepared a list of important things that you should look for.

Successful Track Record:

It goes without saying that you need an Interim CEO with enough experience and a strong track record. But you should not only look at the seniority and experience level.

Ideally, you want to find someone who already has solid experience working in an interim capacity. Today more and more people are opting for a career in interim management, so it should not be a difficult task. 

What you really want to find is someone with a proven track record that has solved similar problems for other businesses. If you need someone to lead a change, look for someone who has successfully delivered similar changes to other organizations. If you need someone to save a failed project, look for an interim with a track record of doing the same in other businesses.

Skills & Expertise:

Interim managers are often experienced in many fields and disciplines, with more sophisticated skills set in than in any permanent position. However, it is his core expert skills that make up his unique selling point.

To be successful in your company, an interim is not necessary experienced in your field. The main requirement is that they have the core skills to produce the desired results. In fact, the most successful career interims are good because they have extensive experience to bring to the table.

Ability to Engage and Develop Others:

A good interim manager will be - and is – capable to develop and empower internal talent and leave an ongoing legacy after the assignment ends. See evidence of how they have demonstrated this in their previous assignments and ask for references/examples.

Lack of Status or Ego:

The focus of an Interim Manager should be on making your company successful. They should be motivated to help you succeed and are less interested in what it means for their own situation. They are not political players and will not be deterred by any previous involvement or investment in your company.

A good interim manager will usually be at a point in their career where they feel comfortable in their skin. They recognize the value they bring and are not afraid to be challenged creatively.