Due to „special situations“ there is often the necessity to install an interim manager
Occasions for involving an IM are for example: deficits in personnel, bottlenecks, special projects, restructuring, coaching as well as aftermath and implementation of restructuring.
The interim-manager becomes “employee” involved in hierarchies without a real employment. The basis is a service or advisor agreement. The service period amounts generally between 2 months and 1 year as a maximum. There is a limited subjectivity to instructions (clearly defined) and a respective right to issue directives in the company.
Set-up interim management
Adjustment to the day-to-day business
Execution of introduction talks with all stakeholders
Identification of all relevant special topics arisen from the operative business which have to be processed and solved
Getting familiar with current special topics. Short review status quo and current milestone planning, identification of critical topics and spheres of action to be solved
Preparation of master plan and definition of implementation goals for mandate
Preparation of master plan and definition of implementation goals for the mandate
Assessment of all topics included having been identified from the set-up and then made concrete
Structuring of solution paths and consultation with assignor
Management of identified spheres of action
In the focus are stringent processing of spheres of action
Additionally for ensuring a smooth process the involvement of relevant parties and co-ordination of contents have a high priority
Summary & handover
Successful execution of day-to-day business as well as special topics to be solved via involvement of highly-qualified expert with conceptual skills and practical experience as troubleshooter. No labour law obligations but flexibility, neutrality and transfer of know-how.