Pressure-proofing Your Organisation Train the Trainer Toolkit with Delegate Workbook and Powerpoint Slides
Click HERE
Crucial Dialogueat Critical Moments
A 90-minute powerful, interactive workshop on verbal interventions for HR staff in a crisis
Click HERE
Sign up for your 
Book Carole "Carole was inspirational - the energy & enthusiasm was quite unique."
Mike Derrick, Chair East Sussex, Brighton & Hove Registered Care Homes Association
Motivational Speaker Carole Spiers identifies
the factors that go with employing interim managers, during periods of change
The system of installing Interim Managers (or head-renting) is aimed at relieving the stress of corporate change by providing smooth guidance through a transitional phase by specialist experts in the field, carefully selected for compatibility with your corporate environment.
In exchange for the admittedly high cost, you are meant to enjoy a win-win situation. Interim Managers are not only exceptionally well-qualified in their speciality, but also in the interim role itself, and able to steer you confidently towards a solution.
They will harmonise fully with the staff, as there is no conflict of interest, and can remain comfortably outside company politics or personal antipathies. Meanwhile they contribute fresh insights through their outsider status, and their influence is still felt after they’ve left. (This 'legacy' - is in fact an official value-added factor).
So why is the arrival of the Interim Manager usually such a stressful moment?
Any change causes some casualties
First, simply because it is just another disorienting effect of the transition processs. A new face around the office is not always good news, and staff may not have been suitably briefed on the interim project. This can set up an atmosphere of uncertainty and mistrust, with the interim manager feeling an outsider.
Secondly, relations with the staff may not, in fact, be totally harmonious. Rumours of disproportionately high salaries are bound to cause jealousy and envy in some quarters and the identification and elimination of entrenched bad working practices, may cause additional problems.
Finally, the 'old hands' in the office may have seen previous examples of interim managers under-performing. , and will tend to be sceptical.
So the advice has to be - find a reputable agent, and brief them comprehensively on the aims and objectives of your organisation and its change agenda. And see how interim management can relieve stress instead of causing it.
Interim Management - Summary
- Interim management is meant to smooth-out the change process
- Full-time staff need to be kept posted about the interim agenda
- A reputable agency can overcome fears about misfit interims
Another key insight from Carole Spiers, International Leading Authority on Corporate Stress,
Motivational Speaker and BBC Broadcaster.
