Change Management is one of the most common reasons why organisations from the Private or Public Sectors require Interim Managers, who are skilled at handling the most complex of change management programmes, sometimes across different geographies.
Change can occur for lots of different reasons, from the challenges of growth that an organisation is facing, changing global markets, changes in strategy, technological change, competitive processes including M&A, customer pressures or shifting markets.
Research shows that organisations are undergoing major change on average every 3 years, whilst smaller changes are occurring almost continually, and there are certainly no signs in the current economic climate that this will alter. Whilst each change is unique, Interim Managers can introduce different models; the two frequently adopted are either Lewin and Beer or Shaw’s model.
But at the end of the day an Interim Manager has seen it all before and can draw on their immense experience, bringing with them sound programme and project management experience. They will understand how to pre-empt stakeholder concerns and possess the leadership skills to effectively communicate, facilitate and coach those resistant to change. Hand-holding those who require it to cope with change, together with all the issues surrounding re-alignment, performance management and motivation. Above all, they will remember that everyone reacts differently to change and has differing fundamental needs that have to be met. Change often involves a loss and people go through a ‘loss curve’ where expectations need to be managed realistically and fears need to be addressed.
Change management will often involve Interim managers playing a leading role in introducing new structures and systems. Above all a seasoned Interim Manager will deliver a Change Programme on time and on budget.
Author : Clive Sexton