Debunking the prejudices of interim management for effective business management
Publié le 09 Aug 2023

Debunking the prejudices of interim management for effective business management

Have you ever faced significant changes within your business? Perhaps you needed to restructure, merge with another company, or even change management. At these times, it can be difficult to find the skills and experience needed to deal with these issues effectively. This is where interim management comes into play. This practical solution allows companies to benefit from the proven expertise necessary to effectively manage these important transitions.

Today, more and more companies recognize the importance of transition management to strengthen their competitiveness, manage periods of growth or decline or carry out transformations within their organization, whether in France or abroad. the Stranger. But despite its obvious benefits, interim management is often misunderstood and surrounded by prejudices that can dissuade companies from adopting this approach . In this article, we explain how interim management can be a real asset in helping your company overcome the most complex challenges.

What is interim management?

Interim management is a management method which consists of temporarily recruiting experienced managers through an interim management firm to respond to an unprecedented and/or one-off internal problem: restructuring, merger or acquisition. Interim Managers occupy the place of the leader or manager for the duration of the mission. True expert problem solvers, they are able to make decisions quickly and efficiently, minimizing risks and maximizing opportunities.

The different types of transition management missions

The different types of Transition Management missions | Reactive Executive

The missions of the Interim Manager may vary depending on the needs of the company. He may be called upon to manage a crisis (health, financial, political or administrative), lead a transition period between two managers, improve the company’s performance, or even help it restructure and develop in a new market. . These missions involve internal and external diagnostics, identification of corrective measures to be put in place and implementation of solutions.

The 7 prejudices about transition management

Break stereotypes: Dive into the 7 prejudices about Transition Management by Reactive Executive

Although transition management has undeniable advantages, there are still prejudices against this strategic approach. These biases can hinder understanding and adoption of this practice. It is therefore necessary to demystify these preconceived ideas in order to align the expectations of all stakeholders in a transition management mission.

Prejudices linked to the quality of speakers

Some believe that Interim Managers are not qualified or experienced enough to effectively manage a business during times of change. On the contrary, interim management deploys an experienced manager in less than 48 hours, who has spent many years resolving high-stakes situations. Interim Managers often even have international experience and have worked in very varied environments. According to a Reactive Executive study, 51% of interim managers are perceived as experts in their field of activity.

Here are some of the most common prejudices related to this practice:

  1. It’s too expensive : One of the main criticisms concerns the high cost of Interim Managers. However, their contribution in terms of expertise and rapid results can often justify their price.
  2. They don’t know the company culture : Some may think that an external manager will not be in line with the company culture and values. However, a good transition manager will be able to adapt quickly and will use their outside perspective as an asset to identify and resolve problems.
  3. They are there to lay off staff : In certain situations, interim management can be associated with restructuring or staff reductions. However, this is not always the case, and their primary role is to navigate the business through periods of change or crisis.
  4. They do not make a long-term commitment : As their mission is temporary, some may think that Interim Managers have no long-term interest in the company. However, their reputation is based on the success of their missions, which motivates them to achieve lasting results.
  5. They replace existing management : Rather than seeing the Interim Manager as a threat, it is preferable to see him as a complement or reinforcement. Its role is generally not to replace existing management, but to provide additional expertise or capacity in a specific context.
  6. Every company in difficulty needs an Interim Manager : This is not always the case. Interim management is one solution among others, and its relevance depends on the specific needs of the company.
  7. They are not really invested in the company : Some may think that, given the temporary nature of their mission, these managers are not really invested. However, their objective is to provide added value and to succeed in the mission entrusted to them.

It is important to understand that transition management is a specific tool for specific situations. Companies that use it are generally looking for specific expertise or managerial capacity for a defined period of time. Prejudices can be deconstructed by clearly communicating the role and objectives of the Transition Manager, and ensuring that their integration is well managed.

5 Advantages and disadvantages of interim management

5 Advantages and disadvantages of Transition Management | Reactive Executive

Interim management has many advantages for companies, including:

  • Seasoned expertise : the Transition Manager is a seasoned professional, who brings his expertise to a very specific problem. Due to his experience, he can quickly understand the issues and challenges facing the company, and propose suitable and effective solutions.
  • Guaranteed success : the main objective of the Transition Manager is to ensure the success of his mission by using his skills and in-depth knowledge of the sector.
  • Neutrality and objectivity : working outside the company, the Transition Manager brings a fresh and objective look at the situation. He is not involved in the internal dynamics of the company and has no particular preference or allegiance towards the employees on site. This can help overcome internal blockages or resistance that can hinder change.
  • Increased profitability : Although Interim Managers’ fees are higher than those of permanent employees, the total cost may be lower. Indeed, companies can save recruitment, training and dismissal costs by using an Interim Manager for a specific period.
  • An immediate solution : the Transition Manager can intervene quickly in his new role. This flexibility makes it a concrete solution, hence its reputation as a “company firefighter”.
  • Their approach can sometimes be perceived as impersonal since their mission is temporary and does not aim to build long-term relationships with the company’s employees. Finally, the cost of transition management can be high, especially if the mission is extended.

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