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This follows a poll by the IMA, which represents the interim management provider industry, which highlighted that, despite the steady growth in the usage of interim management over recent years, more than eight in 10 (83 per cent) of the UK’s interim management provider community believe that the majority of UK organisations don’t fully understand the difference between interim management and contracting.
The IMA claims that interim management is defined as the placement of highly experienced executives, who are asked to manage an assignment to provide specialist expertise at senior management or Board level. This is due to a specific skills requirement in order to successfully deliver a change initiative, or is related to executive absence or departure. A key differentiator for an interim manager is that they enable transformation and major change; they endeavour to leave a legacy of benefit with the organisation after their departure.
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“An interim provides top level management expertise, providing both advice and implementation. A contractor tends to provide a specialist skill at a lower level, and is focused on project delivery. They tend to report to a middle manager rather than a member of the senior management team.
“The UK’s interim management sector is one of the most established in the world and increasing numbers of organisations are seeing interim managers as a more cost-effective solution than management consultants.
“I’d argue that when it comes to bringing in an experienced interim manager, given the importance of the assignment, this needs to be driven by the top levels of management and the Board.”
Steven Wynne, director at an IMA member firm, Macallam, said: “This is a specialised sector, and as providers we often find ourselves in discussions with clients, highlighting the interim proposition and what it could mean for their business.”
IMA has launched a campaign for 2015, to promote the value of interim management to UK business.
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Susie Hughes © Shout99 2015
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