Interim Management – the competitive advantage?

Insights

Partners at TS Grale have over 50 years of combined experience providing executive and interim management recruitment services. We believe that true Interim Managers are talented, results-driven people who have a dedication to assessing efficiency, leading change and creating profit/value for UK businesses of all sizes. They are highly experienced in line management and operations, leading and teaching companies how to create surety in often un-navigated or choppy waters.

Why then do so many companies vehemently oppose their utilisation when, in a short space of time, they can make the difference between success and failure?

We don’t know either, so here is our opinion on when and what you should consider when engaging their services.

Interim Managers – When should I utilise them?

TS Grale partners are exclusively focused across the UK manufacturing and engineering sector so we asked our network of interim managers to explain their critical focus areas.

The range of assignments they are currently undertaking includes: Company Turnaround, General Management, Operations and Supply Chain leadership and improvement roles, Programme and Project Management & restructuring within individual corporate functions.

Figures below reflect how our network of interim managers categorised themselves in their current or most recent assignment:

  1. Operational and Supply Chain leadership – 32%
  2. General Management – 19%
  3. Programme and Project Management – 18%
  4. Management restructuring (in a range of corporate functions including sales) – 13%
  5. Company turnaround – 12%
  6. Preparation for sale/acquisition – 6%

Interim Management – what should I consider through deployment?

TS Grale discussed the experiences of using interim managers with a cross section of past and current customers. Below are the top advisory statements made by them:

  1. Do not use an interim without a definitive understanding of your objectives and communicate and agree this with them at the beginning of an assignment.
  2. When possible, clearly communicate to current employees what an interim has been asked to do, to avoid them being seen as a threat.
  3. Chose the right recruitment partner who understands your business.
  4. Ensure that the interim manager embeds the skills required within the organisation to continue to deliver results when they depart.

TS Grale believes that interim management is a cost-effective and positive way to obtain highly specialised and valuable leadership and management skills when they are needed most. These skills can provide a competitive advantage, increase an organisation’s sustainability, its likelihood of growth, and in extreme cases its chances of survival.

Why TS Grale? – Review the facts

13%* of interim managers are based in Yorkshire, North West and North East England: at TS Grale this statistic is 65%, with our networks being strongest across this region. (*IIM 2014 survey)

100% of our network of interim managers have operated in the manufacturing sector.

100% of our database of interim managers have been met and assessed by our Partners.

If you have any questions about this article, please call Paul Fleming 0113 2805826

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