In today’s dynamic and fast-paced business world, organisations are constantly faced with challenges that require quick and effective responses. For CEOs and business managers, the ability to adapt and react with agility to these changes is critical. This is where the concept of Interim Management becomes invaluable.
An Interim Manager is not just a temporary resource; he or she is a strategic partner who brings experience and a fresh external perspective to address complex and novel situations. Whether during a transition phase, in times of accelerated growth, or in merger processes, having an external expert who can lead with clarity and empathy can make the difference between success and stagnation.
This approach enables business leaders to get the specialist support they need, freeing them to focus on the most important strategic decisions. Managers and teams can navigate these periods of change with greater confidence, knowing that they have the backing of a professional who understands the dynamics of the business and the specific needs of the moment.
In short, Interim Management is not just a temporary solution, but an investment in the stability and growth of the company in times of uncertainty.
What is Interim Management?
Interim Management is becoming an increasingly valuable and in-demand tool in the business environment. This approach allows companies to rely on temporary experts who take on key roles to manage specific and complex situations within the organisation.
Unlike traditional consultants, who provide advice from the outside, interim managers are integrated into the day-to-day operations of the company, taking direct responsibility. This allows them to work side-by-side with the teams, leading and executing necessary strategies for as long as it takes to achieve the objectives.
It is common that, once the Interim Management period is over, these professionals continue their collaboration as external consultants. In this way, they can continue to support the organisation, ensuring the follow-up of implemented actions and addressing new challenges that may arise.
In short, Interim Management not only provides an immediate and effective solution, but also creates a long-term relationship that can strengthen the growth and stability of the company.
Differences between a Human Resources Consultant and an Interim HR Manager
There are clear differences between an external HR consultant and an interim HR manager – although both bring a lot of value to the organisation, they do so in very different ways.
Human Resources Consultant vs. Interim HR Manager
- Approach: A human resources consultant is an external advisor who offers specific solutions to specific problems within the organisation. Their role is limited to proposing and guiding the implementation of specific strategies. In contrast, an interim HR manager assumes both strategic and operational responsibilities within the company. He or she acts as a member of the team, getting involved in day-to-day decision making and managing complex situations.
- Projects: External consultants are usually involved in well-defined projects, such as the implementation of a new remuneration system, the study of the working climate, or the review of internal policies. Their intervention is ad hoc and focused on specific objectives. On the other hand, an interim manager is fully integrated into the organisation for a specific period of time to manage change situations, merger processes, or cover daily operational needs, working hand in hand with the internal team and accompanying them in key decision making.
How to hire an Interim Manager?
In order for an interim HR manager to bring value to your organisation, it is essential to establish a contract that meets all the legal requirements for self-employment. In this contract, you need to clearly specify the terms of service, including the duration, fees, as well as the roles and responsibilities that the Interim Manager will assume. This ensures that both parties have clear expectations and avoids future misunderstandings.
How does an Interim Manager work?
The Interim Manager operates with complete autonomy and independence, with a focus on pre-agreed objectives and deadlines. As they often work with several clients at the same time, it is crucial to schedule short-, medium- and long-term work dates to ensure effective collaboration. During your work, you use your own resources and tools, without relying on the means provided by the company. The employment relationship is temporary and, once it ends, it is common for the interim manager to move on to work as an external consultant, thus avoiding the role being extended indefinitely.
Benefits of hiring an Interim Manager
Hiring an Interim Manager allows you to work with an expert who offers a personalised relationship that is fully adapted to the needs of your company. Communication is agile, dynamic and direct, which facilitates the implementation of processes in an objective and efficient manner.
The Value of an Interim Manager Specialising in Organisational Psychology
Having an interim manager specialising in organisational psychology can be a great asset to your company, especially in times of change or crisis. This professional brings a strategic and human approach, helping the organisation to adapt and thrive in complex situations.
Main Areas of Intervention and Key Areas in Human Resources
- Change Management: In situations such as mergers, acquisitions or restructurings, an interim manager can lead the transition, ensuring that changes are implemented effectively and that the team adapts successfully to the new reality.
- Organisational diagnosis: A key step is to conduct an in-depth analysis of the current state of the organisation, assessing both the working environment and productivity. This allows problems and areas for improvement to be identified, on which a customised strategic plan can be built.
- Leadership development: It is crucial to strengthen leadership skills within the organisation. An interim manager can implement specific programmes to improve the management of managers, optimising processes for attracting, selecting, retaining and developing talent.
- Conflict Management: One of the greatest strengths of an interim manager in organisational psychology is their ability to mediate internal conflicts. Their intervention can improve communication and cooperation between teams, resulting in a more harmonious and productive work environment.
- Improved Productivity: By designing and implementing strategies that increase the efficiency, effectiveness and motivation of employees, the interim manager contributes directly to the achievement of organisational goals.
- Effective Communication: Establishing clear communication channels between the team and management is fundamental to achieving the company’s objectives.
- Organisational Culture: Develop a strong culture that serves as the basis for all human resources policies and processes.
- Human Resources Optimisation: Improve team participation and satisfaction to increase team performance.
- Motivation and Productivity: Increasing staff motivation, which in turn improves productivity and goal achievement.
- Organisational Manual: Create a document that describes the functions of each position, organisation chart, and distribution of responsibilities.
- Performance Appraisal: Implement fair and equitable systems that recognise and reward good performance.
- Remuneration Policies: Review and improve compensation systems to make them competitive and fair.
- Recruitment and Selection: Optimising processes to attract and retain the best talent.
- Training and Development: Develop training programmes and career plans that enable employees to grow within the organisation.
Leading to lead
The Leadership Support Role
An interim manager can be a crucial ally for leaders in times of change, providing an objective perspective and strategic focus. Their specialised experience and skills not only facilitate the implementation of key initiatives, but also foster team cohesion and ensure a smooth transition. This allows leaders to focus on critical priorities, improve internal communication and increase employee motivation and engagement.
Leadership support is critical to ensure organisational success, especially in times of crisis. Leaders often face complex challenges that require quick and well-informed decisions. Having the support of experts, such as an interim manager, can be crucial to provide an effective solution in times of change. These professionals not only bring specialised expertise and skills, but also offer invaluable support in implementing new processes, fostering team collaboration and ensuring that transitions are successful, thus strengthening effective and sustainable leadership.
A shared vision within an organisation is essential to achieve common goals and overcome challenges. The key to achieving this shared vision is to motivate and inspire people, ensuring that all team members are aligned and committed to the mission. To achieve this, leaders must foster an environment of collaboration and trust, where each individual’s ideas and contributions are valued. Setting clear goals and communicating them effectively helps keep everyone focused on the same objective. In addition, providing the necessary momentum through incentives, recognition and professional development can increase commitment and motivation. When leaders and teams work together towards a common vision, they can overcome challenges more effectively, achieving meaningful and sustainable results for the organisation. This approach not only drives performance, but also creates a sense of purpose and ownership among employees, which reinforces long-term success.
Conclusion
Interim Management is a strategic solution for organisations facing temporary challenges or major changes. An interim manager specialising in organisational psychology can play a decisive role in the transformation of your business, ensuring that changes are managed effectively and organisational goals are achieved. The ability to hire experts who can quickly onboard and manage critical areas provides a significant competitive advantage. If you are looking for more information or need an expert in organisational psychology, visit María Luz Pomares.
“A leader is a person who influences a work group to achieve a common goal” – María Luz Pomares.