As the nature of business becomes more competitive, the global work force is becoming more fluid, and its management more flexible. As a result, individual executives and organizations are ripe for a shift in the way they offer and acquire various expert services.
Many organizations are finding that traditional senior-level expertise outsourcing options, such as hiring management consultants, do not always meet their specific needs. Many are looking for a more hands-on, pragmatic approach – one that can only be delivered by a seasoned executive practitioner.
Furthermore, many top executives are learning to diversify their careers, rather than relying on a life-long relationship with a single company. And with the advent of new technologies, these executives are also gaining more independence – working from their cars, their homes, or other remote venues like planes and trains. These and other climatic changes have spawned the concept of interim executives.
Utilizing this new interim executive talent pool can be very lucrative for an organization of any size. And having the ability to do so is an essential step in gaining the competitive upper hand as we move toward the future.
Imagine accessing an interim executive when the following circumstances arise at your organization:
- When compatibility, chemistry, and personality fit are the most critical components in hiring an executive and a “test drive” period is desired.
- When an important leader suddenly leaves your organization and a practitioner is needed for continuity until a permanent replacement can be appointed.
- When your organization is evaluating entry into a new market sector. Before investing millions, you need an executive who is experienced in the new business area to develop and implement the plans.
- When a key executive goes on family leave or must be away from the business for an extended period of time.
- When a mid-level manager is promoted into the executive ranks, yet requires some mentoring to ensure success.
- When a functional area’s infrastructure, such as Human Resources or Information Systems, requires the revamping of policies and procedures by a seasoned practitioner.
- When your organization is preparing to go public and you need management team members who understand Wall Street and can steer you through the process on an interim basis.
- When you need high caliber expertise, such as a Marketing Executive to develop your marketing strategy, and you don’t want to hire the person permanently.