Interim Management

 

Interim Management or temporary management of an organization or of its part is one of the latest trends in modern management practice.

The aim of Interim Management is to improve health of an organization (or its part) that faces certain difficulties, through change of internal culture, improvement of business processes, and optimization of organization’s structure and personnel. 

Interim Management’s particularity is in the fact that this methodology implies full responsibility of the interim manager for the results stipulated by the client and interim manager in the contract.

 

Interim Management is used in the following cases:

  1. Management crisis
  2. Uncertainty
  3. Management fatigue
  4. Lack of adequate human resources
  5. Lack of time for building proper processes

Stages

 

1. Diagnostic Stage

 

Identifying existing problems of an organization. Assessing quality and effectiveness of organization’s: strategy, structure, human resource management system, financial management, marketing management and other aspects.

 

2.  Elaboration of Development Strategy

Identifying ideological superstructure (mission, vision, values, principles, etc.). Formulating goals and organizational development strategy. Defining key success factors for achievement of organization’s goals.

 

3. Improving Readiness of the Company and its Staff for Change

 

1. Optimization of organizational structure:

§   analysis of business processes

§   structuring

§   development of regulations, job instructions

2. Modernization of human resource (HR) management system:

§  motivation and incentives

§  training and personal development

§  performance evaluation and remuneration

3. Building team spirit and development of corporate culture

4. Training of personnel at all levels of the organization or its individual management levels depending on the client needs.

 

4. Formulation of Implementation Plan

 

1. Plans for department, units, individuals

2. Implementation plans for Key Success Factors

3. Plans for raising effectiveness of organization’s levers

4. Comprehensive change management plan

5. Change monitoring and control system

  

5. Introduction of Development Strategy (translation of strategy into operational decisions)

 

1. Consultations and recommendations for the implementation process

2. Monitoring of the plan execution process

3. Evaluation of interim and final outcomes

 

6. Adjustment of Components

 

1. Defining the gap between plan and actual outcome

2. Analysis of causes of the gap

3. Analysis of disorganizing factors

4. Formulation of recommendations for adjustment of organizational development components

 

7.  Stabilization of Situation

 

1.  Implementation of recommendations

2.  Forecast of future development