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When is an Interim Executive Not a Good Option?
Your Complete Guide to Interim Management — Chapter 3: When is an Interim Not a Good Option?
03: When is an Interim Executive Not a Good Option?
There certainly are times when engaging an Interim will not be the best solution. We dive into those here.
When the Organization is Not Ready for Interim Leadership
As we have outlined in chapters 1 and 2, interim executives are a different breed of leader. They are wired for action. They address issues quickly. They are focused on moving the ball down the field and challenging the status quo. They insist on transparency.
An organization that is used to doing things the same way every day, operating at a comfortable pace without urgency may find the full-speed-ahead interim management style to be too disruptive.
Most interims aren’t interested in a babysitter role. They want to align with big thinkers and organizations ready to dig into challenges, untapped opportunities, or projects that will make a big impact.
When a New Permanent Hire Is the Answer
In some instances, companies will decide that engaging an executive search firm to identify qualified candidates to fill the management role permanently is the only acceptable choice. They may move someone internally to keep the executive seat warm while a permanent search takes place. Or maybe time isn’t of the essence, and they are willing to wait the weeks, months or even years it can take to identify the right leader rather than opting for an on-demand interim executive.
However, if there are challenges at play – instability, low morale, inefficient operations or some other pressing issue – an interim is expert at bringing calm to chaos, while instilling confidence and a vision for the future in the team.
Whether mentoring someone internally or assessing and identifying what is needed in the full-time hire, an interim is brought in to lay a strong foundation for a seamless handoff to the permanent executive.
The Complete Guide to Interim Management
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- 01 What is an Interim Executive?
- 02 When is an Interim Manager the Right Choice?
- 03 When an Interim Executive is Not a Good Option
- 04 What’s the Difference Between an Interim Executive and a Consultant?
- 05 How do Interim Execs Approach Assignments?
- 06 Interim Executive Recruitment: Making the Right Match
- 07 How to Prepare Your Company for an Interim Leader
When the Position Lacks Influence
Interims are experienced C-suite leaders who have transformed dozens of organizations. To have real impact, an interim executive must have the authority to lead the organization, make decisions, and command the respect of the entire organization. If an organization views an interim leader as having less authority than the full-time owner of that role would have, then the interim role will not be successful.
In cases like this where an organization is looking for more strategy than execution, contracting with a management consultant rather than interim talent can be the way to go.
When the Orgnization Already Has a Strong Leadership Team
Organizations that have a high-performing, fully-staffed executive team would likely benefit less from an Interim than those with a specific leadership gap.
Even a strong leadership team, however, can lack the specific skillset or bandwidth needed to handle new challenges or strategic initiatives. That is when adding the right leadership via a short-term engagement can have a dramatic effect on the organization.
When the Organization Lacks the Willingness to Change
Business owners, board members, and top executives have to be willing to change the way they go to work every day. An experienced interim executive will arrive with a track record of success across numerous organizations and industries.
And, with their penchant for action, they will quickly assess challenges and opportunities to create a roadmap for the future. But, if an organization isn’t willing to engage in open, honest conversations while taking the steps necessary to bring that roadmap to life, it’s not a recipe for success.
Fortunately, the best interim leaders also are excellent teachers who create trust by asking lots of questions, listening to the team and honoring their unique expertise. By demonstrating a deep understanding of the factors impacting the company and the ways these challenges have been solved at other companies, an interim can help champion and lead the change needed.
When the Organization Lacks the Impetus for Change
This is different from being willing to change. This means the organization has a significant challenge that needs to be addressed — a market disruption, a planned merger, an unexpected revenue drop.
Great Interims not only embrace change, but view the need for a major change as being critical to their role and ability to be successful. Organizations engaging an Interim should identify their most pressing needs prior to selecting an Interim and also be prepared to view the business with fresh eyes.
Continue Reading: Chapter 4 – What’s the Difference Between an Interim Executive and a Consultant?
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Top Trends Driving the Growth of Interim Management
▶ Introduction
▶ 1: What is an Interim Executive?
▶ 2: When is an Interim Manager the Right Choice?
▶ 3. When an Interim Executive is Not a Good Option
▶ 4: What’s the Difference Between an Interim Executive and a Consultant?