Interim Management317300

In the commercial world, around 1970, a really specialized variety of managers did start to emerge, the Interimsmanager. When managers are not up to their task, or every time a manager fell ill for long periods of time, or if you have no manager available for an exclusive project from the organization, companies resorted to hiring interim managers to fill the visible difference. They are mostly ex-managing directors or experienced consultants.

Much more an urgent crisis, senior management resorts to hiring interim managers externally and saddle all of them with the unpleasant task of making drastic changes that the present executives hesitate to generate. To live much more crisis, drastic measures must be taken for example divestment, a lot of redundancies, selling aspects of the organization or closing factories. The interim manager can often be made to acquire a quick turnaround and quite often needs to implement changes haphazardly and without eye to the consequences to others, which often undermines morale and alienates many employees. The employment of interim managers in these cases is usually caused by insensitivity to signals in the environment that spell the requirement for change or unwillingness to go away the present basis. An indispensable sign of a good leader is his/her ability to adapt his/her management style to the circumstances and also to constantly change and adapt the business, preferably step-by-step. This requires vision along with a long term view on early forebodings of change. If you have no adequate early warning system in place, then changes in the environment tend to be seen to be sudden and unexpected and are often seen far too late.