The Interim Management Assignment Lifecycle acts as a guide for managers and employers, setting out clear stages of progression for an upcoming contract.
Interim management across different sectors is bound to require different skills and responsibilities, but the process of implementation tends to be very much the same. This assignment lifecycle was created to be adaptable and to serve as a general guide, so any interim manager (IM) hired to fill a post within any organisation is likely find themselves following the following stages:
The Stages of Interim Management Assignment
Upon entering an organisation, an interim manager will sit down with their employer and fully discuss the goals of their employment. This type of management is implemented for a clear and demonstrable purpose, and it’s a good idea to establish the mutual aims of the contract and what timeframe the IM will be working to. This is also an opportunity to be clear about what is and is not expected by the employer in regards to their company vision and values.
After an initial meeting, it is up to the IM to make an independent diagnosis of the situation and the steps to take in addressing any issues within the organisation. The IM may be guided at this stage by issues the employer is already familiar with, but the focus should be upon utilising the new perspective that is unique to the role of the IM.
At this stage in the assignment lifecycle, the IM will take their findings to their employer and propose a strategy for change. The reason for hiring this type of manager is to resolve issues or create effective change, so while the proposed strategy will be unique to the IM it should also remain focused on producing results in line with the employer’s original expectations.
Implementation is one of the most crucial stages in the Interim Management Assignment Lifecycle. At this point, having agreed on a proposed strategy with their employer, a manager will begin to enact the necessary changes. The IM could become closely involved in various aspects of a running business and will often be expected to take charge of staff to influence a policy change or a new direction.
When the objectives of this type of management strategy have been met and the employer is satisfied with the results, the role of the IM is complete. Upon exiting the organisation, the IM may have the opportunity to return to the employer at points in the future to follow up points or offer guidance on a consultancy basis.
Adhering to these stages of the Interim Management Assignment Lifecycle should take you through your contract without trouble and leave you with another success to add to your portfolio.