What may indicate that you have a need for an Interim Executive solution?
You need specialised skills to meet a particular challenge
Time is a critical factor in dealing with your particular challenge
Your business needs an independent and objective view but also somebody who can roll up their sleeves and work with you to develop and implement the solution
You have had an unexpected or sudden change within your Executive team that leaves the business exposed to risk
You do not want to carry the permanent costs of hiring a full-time Executive and you do not want to make use of consultants at this point
You have a significant project planned or underway that requires dedicated resources and your Executives are already at capacity
Mindcor combines
years of experience in Executive Search & Selection,
a database of Exceptional Executive Minds, and
Scientific processes for identifying Executive talent and mapping them to particular roles with
our Interim Executives' knowledge and experience, and
their breadth and depth of expertise and
a unique risk mitigation strategy to
provide dynamic business solutions for our clients that promote our status as Trusted Advisors
Our products
Mindcor has developed a number of products that have been designed to meet the varied needs of our clients. Discussions with our clients and potential clients have indicated that a generic approach is not likely to meet South Africa's complex skills (and labour) needs.
Extensive database of skilled, experienced and professional interim executives who want to work in the interim arena and are equipped to perform interim roles
Unique replacement policy: if you are not entirely satisfied with the interim executive provided, Mindcor will source a replacement at no additional cost
Unique money back guarantee: if you are not entirely satisfied with the interim executive provided, and you do not want a replacement, Mindcor will pay back portions of the fees paid
Mindcor has extensive experience in matching individuals with the requisite skills to the needs of the organisation to ensure that the overall objectives are met
Impact of delayed executive placements:
The existing senior team loses focus
Clients become restless and lose trust
Staff are prey to approaches from other companies/departments
Lack of a good hand-over process leads to loss of IP
Competitors hone in on the weak spot
Project deadlines are negatively impacted
Decisions with strategic impact are put on hold
The organisation can lose impetus
The leadership team is de-stabalised
Why would an organisation consider using an Interim Executive?
The turn around time is fast, typically an executive can be in place within a couple of weeks
During a crisis or time of complexity, strengthening the leadership team without having to hire permanently.
When projects require senior leadership and existing employees are already constrained by extensive portfolios
A requirement for specialist skills that are not within the organisation and will take time to source
Significant pressure to keep permanent headcount down for costs, Employment Equity, etc.
Looking for a cost-effective solution to a leadership challenge (the position is not permanent, therefore the associated costs cease when the need ceases)
Sudden or unexpected loss of key personnel at critical times and normal recruiting processes will not deliver candidates on time*
A BEE candidate requires extensive knowledge/skill transfer in a short space of time in order to take up executive role
To fill a temporary need for experience or skills but without increasing the headcount or permanent payroll
To fill a temporary executive or senior need during maternity leave, sabbatical etc.
Significant change project underway with the need of dedicated leadership
Company in distress or failing and need injection of new thoughts and processes in order to facilitate a turnaround
Looking for a more cost-effective solution than using management consultants
Want an objective and independent view where interests are aligned with the company (i.e. their remuneration is performance linked) but who is not impacted negatively by politics, bureaucracy or convergent thinking
Don't wish to engage consultants who often only develop strategy and leave the company to implement (Interim managers are required to both develop strategies and ideas and to ensure their successful implementation)
So you can hit the ground running then? Naturally as an experienced Interim Executive the answers roll off the tongue. Expert, adaptable, integrate well with teams, fixer, excellent communicator, the more in trouble an organisation the better, work well in any industry and across disciplines, can make and carry out strategic decisions...
So what happens when you begin an assignment? How long does it actually take to hit the ground running and win the respect and cooperation of peers, team members and executive management?
Iain Hamilton, who is currently on assignment at the University of Pretoria, has written a paper on Interim Management. He has very kindly given us the go ahead to share it with you. We are publishing an abridged version:
Interim Management and Consultancy - A Comparison
Historically, specialist consultancies and consulting units attached to company auditors have provided assistance to organisations undergoing change. Their role was mainly advisory, and directed towards the client accepting their recommendations. Implementation was ...
