Having on average more than 14 years experience in the Executive Interim marketplace, SMW Partners provide a high level of leadership who are used to dealing with a diverse range of scenarios.
There is no leading reason interim executives are called in. You’d get a different answer from different providers and executives from different countries if asked what the number one use of an interim executive is. At Senior Management Worldwide (SMW), organizations going through change is one of the biggest reasons interim managers are requested. Leading through change.
At SMW, 20-25% of their executives are placed in businesses where a Director, VP or C-level executive has left and there is a need to fill the hole. Other assignments largely consist of change and large-scale projects moving the organization in a different direction. Leveraging the experience and skills of an interim manager, organizations are able to take their operations and growth to the next level.
Creating new roles
Sometimes a role is created for an interim to help the business become more efficient. Roles that didn’t exist before the interim, but after they leave are permanent. They are created when an organization is growing in a different direction and new activities and operations need to be managed.
By bringing in someone with expertise to handle these new responsibilities, the company is relying on the interim executive to set a precedent on how the role should be performed. The interim manager establishes what the platform should look like and help transition the charge to a permanent hire.
Using someone with more experience helps shape what the role will look like. At SMW, they have encountered this situation many times. The interim filling in the role helps both the organization and SMW by understanding and defining the type of individual who can deal with the responsibilities of the role and what it takes to make it successful on a permanent basis.
A great way for organizations to test waters on whether or not they need certain roles is by hiring an interim executive. By coming in and assessing the responsibilities of the role, they can help the organization decide whether the role needs to be filled and if so, whether to hire internally or from the outside.
An interim manager is a less riskier option for the organization either way. They will be able to tell whether the role is better suited from the inside or externally. By walking the company through the steps needed to assess the individuals, they are mitigating the risk of succession planning by bringing in the right person.