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Interim
Management started developing
at the beginning of the 90s.
In Germany the market has recently boomed: many head hunting
companies added interim management services to their offer, new
independent companies were set up and large HR groups are now entering
the market directly or buying already existing companies. According
to Executive Grapevine interim management companies are now approx. 300, with a market turnover of about 1 billion euros, compared to 75 millions in 1995 and 400 millions in 2004. In
the United Kingdom the estimated market size is today of approx. 500
million pounds, with 19 main companies which specialise in consultancy
and HR management. There are approx 5,200 operating interim managers
and the market growth rate in 2006 was of 25%, yet expectations for
2007 and 2008 are of 26% and 22% respectively.
The average daily fee paid to managers is of 800.00 pounds approx.,
with an increase of about 6% compared to the previous year. Interim Management experienced in Italy a
further speeding up thanks to the laws on job flexibility
which allow companies to rent cutting edge HR, with a fixed-term or a
project-based contract,
without affecting their long-term fixed costs. In the current global scenario, markets are more and more competitive and fast changing: companies need solid, targeted and executive skills, which rapidly step into the organization, bringing in a strategic vision, and allow the company not to miss turning-point opportunities, by entering target markets in an aggressive way and supporting the ownership in the most crucial choices. Unlike a traditional consultant, the Interim Manager becomes part of the company during his activity, he is no "foreign advising body", yet he shares the daily company life and stays in touch with markets and clients, from which he receives feedbacks which he then forwards to the company. The Interim Manager has to be overskilled for his tasks, therefore he must already have had a role as General Manager or Managing Director, since only in this way he will have that seniority and global vision of the organization allowing him to act knowingly and in a targeted way. The Interim Manager is not rejected by the organization because he is known to be a transition executive, he is not in competition with company's hierarchy, on the contrary he gives value to other individuals' skills, by creating new opportunities. He knows how to communicate to different company levels, he does not seek to make himself indispensable because he also works to transfer his managerial know-how to internal HR, who will stay in the organization when his tasks are over. The Interim Manager is a problem solver, has a flair for communicating, is determined to achieve the set goals, is a natural leader and thinks like a project manager, gets his motivation from professional challenges, and does not like routine. |
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