Origin and Development

Interim management originated in the 1970s in the Netherlands as a means of gaining flexibility, since termination periods for employees were very long and therefore one could not react to changes in the market without incurring considerable costs.

Until a few years ago interim management was strongly associated with the subject-matter of recapitalisation, since that is certainly where the concept originated. However – by now the scope of Interim Management-tasks greatly expanded.

What is an Interim Manager?

Interim managers (lat.: ad interim: meanwhile, temporary) are defined as business executives in top management, who temporarily assume executive functions and who, in contrast to corporate consultants, take profit responsibility for their work. They leave the client once the problem is resolved and a stable new corporate management- or department organisation is established, or respectively after the relaunch of the respective strategic unit.

Highly capable professionals

Commercially and strategically astute, they have the ability not only to define a problem and develop an effective strategy for its resolution but also to deliver the solution – usually together with the client’s own staff.

Whatever challenges a company faces, Interim Managers will have almost certainly experienced similar problems – and resolved them.

Accountable directly to their client

Operating at senior level they are frequently engaged for demanding leadership roles – where their change and project management skills can be applied effectively to drive challenging business initiatives.

Arriving with clear, agreed objectives, Interim Managers carry no baggage and have no political loyalties, they're free to do what's best for the organisation.

Results orientated

Building a career in Interim Management requires real commitment. Interim Managers rely on their reputation to win assignments and the most effective way to build a good reputation is to get RESULTS. That's why every job is completed to the very best of their abilities and why they're also keen to make an immediate impact.

Efficient and cost-effective

Interim Managers can be extremely cost effective – delivering required results within a finite period and ensuring relevant skills are transferred to permanent staff, before moving on to their next challenge.

Interim Managers can be especially helpful where...

• A key member of an executive team leaves at short notice or will be absent for a prolonged period
• An organisation lacks relevant expertise in a specific field
• A project is short term and there is no need for a permanent appointment
• Existing staff are already working to capacity and additional help is required to deliver business objectives on time

(Source: www.interimjobs.com)