Interim Management

Today's times are uncertain,The shortage of skilled workers and managers is omnipresent. The talent market is competitive and good managers are in greater demand. Flexibility and agile, competent action are necessary to manage short-term problems and tasks in order to ensure stability and further development.

What is interim management?

Interim management is basically understood to mean any management and control task that is limited to a certain period of time. In addition to classic management tasks, typical project management activities are also subsumed under this term. Difficult company situations can often be managed better with a neutral view from the outside. In this case, it makes sense to use an interim manager who, as a neutral person without his own agenda, analyses the situation and initiates steps to find a solution. With their many years of specialist and management knowledge, interim managers are able to enable company decision-makers to think outside the box and work with them to implement the solutions operationally.

Interim management vs. consulting

Interim managers can successfully avert crisis situations in companies in an advisory capacity. In order to solve existing problems and work more productively in the future, solution concepts are developed after identifying and investigating the causes, which the interim manager then, unlike the consultant, also implements operationally with the responsible employees in the company.

Change management and an effective organization

A company must adapt to changing demand and market developments. When demand increases sharply, companies often only grow in volume and revenue, but fail to adapt their organization or shift other important areas, such as product development, into operational business, thus losing their innovative strength in the medium term. Often, employees can no longer be deployed effectively and efficiently due to excessively large management spans. They lack sufficient information, professional support, and even lack direction. Processes slow down, and productivity declines.

With a customized organization and a new leadership culture, efficiency and agility are improved. One positive effect can be the internal promotion of high-potential employees to team leaders. This involves no additional costs. They can be productive at up to 70% and act as technical contacts for their colleagues, thereby increasing team efficiency. A leadership span of 5-8 employees per team is a balanced size. An organizational adjustment and the introduction of team leaders is just one example of several options and/or measures that can be taken to effectively develop the organization and adapt it to the current requirements of your company.