Interim Management

Challenges

• Due to „special situations“ the company often requires the involvement of an interim manager
• Occasions for involving an IM are for example: deficits in personnel, bottlenecks, special projects, restructuring, coaching as well as successions 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

Project approach

• 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 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

Results

• 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.