Interim Managers: Essential Traits and Common Misconceptions
We receive numerous applications from individuals seeking Interim Manager positions. Through our structured vetting and interview process, we quickly determine whether candidates possess the essential qualities of a true Interim Manager, drawing from our extensive experience in this field.
To enhance understanding of what defines an effective Interim Manager, we will outline the characteristics that embody these roles (IS) and those that do not (IS NOT) according to our standards at HMH Vision.
Defining Characteristics of Interim Managers
IS
- Hands on senior-level professional
- Proven to deal with complex business situations
- Is highly task oriented
- Has demonstrated to deliver value
- Possesses significant industry sector and/or function experience
- Proven to be able to both operate and communicate across all levels of an organization
- Has clearly demonstrated leadership capability and hence a proven record to manage and lead people.
- Has the ability to analyze, simplify, develop and present plans leading to results
- Is highly adaptable
- Possesses highly developed influencing skills
IS NOT
A person who has simply held a management position and is now seeking a job
Interim management is a highly specialized profession that demands individuals with a wealth of experience and specific expertise across various business sectors. Successful Interim Managers possess not only strong management and leadership skills but also a proven track record of delivering results. Many exceptional Interim Managers have reached the pinnacle of their careers and are drawn to new challenges, such as leading significant change initiatives. These professionals leverage their extensive knowledge and experience to navigate complex situations effectively, making them distinctly different from those merely looking for a management position.
A general employee who simply wants to improve something
The primary objective of an Interim Manager is to make themselves “not required” as quickly as possible. Their focus is not on expanding or developing their own role within the organization during their assignment. Instead, their top priority is to deliver results within a defined timeframe. They aim to achieve specific objectives and implement an exit strategy that ensures the continuity of the operational improvements made during their tenure. This clear focus on results and strategic exit sets Interim Managers apart from regular employees who may seek to enhance their positions or roles.
A Consultant
In consulting, projects are typically assigned to knowledgeable professionals who provide advice and propose strategies, often maintaining a more external position within the company’s management structure. In contrast, an Interim Manager must not only recommend actions but also take charge and implement necessary changes as a true leader. This role demands a different profile characterized by greater seniority, extensive experience, and a heightened ability to assume responsibility. Interim Managers are integral to driving change from within, ensuring that strategies are executed effectively to achieve tangible results.