The 101 of using interim leaders (part 2/2)
Be sure to also read the 1st part of this blog post series.
Before hiring an interim director, it’s critical to clearly define what your organization needs. Ask yourself the following questions:
- What are the key challenges or gaps the interim director needs to address
- What specific skills and experiences are necessary to succeed in this role?
- How long will you need the interim director, and what is the scope of their responsibilities?
By answering these questions, you’ll ensure that you are hiring someone who is well-equipped to meet your organization’s needs.
Sourcing candidates
Finding the right interim director involves knowing where to look. Some of the best places to source candidates include:
- Interim Management Agencies: These agencies specialize in matching organizations with experienced interim directors, often within a very short timeframe. Scaled Group has a strong track record of providing businesses with interim leaders for different challenging positions – be sure to contact us, if you’re currently on the look for one!
- Executive Search Firms: Specialized executive search firms, might prove to be a good resource for finding interim directors, although they usually are more inclined towards recruitment cases.
- Online Platforms: Websites such as LinkedIn, Upwork etc. enable exact searches for specific skills, but require more time invested for contacting potential candidates.
Once you have a shortlist of candidates, evaluating their suitability is crucial. Focus on the following criteria:
- Relevant Experience: The candidate should have direct experience in the type of role or challenge your organization is facing. For example, if you need someone to lead a restructuring, make sure they have successfully done so in the past.
- Cultural Fit: Even though the position is temporary, it’s important that the interim director aligns with your company culture. This will help them integrate quickly and work effectively with your team.
- Track Record: Look for a history of success in similar roles. Past performance is often the best indicator of future success. If your business is on the verge of a unique transition, make sure the candidate has a versatile and extensive track record, as that will help along the way, even if there is little previous experience of an identical case.
Onboarding and integrating interim leaders
Preparation
To set your interim director up for success, preparation is key. Before they arrive, ensure that they have:
- Clear goals and expectations: Define the key objectives for the interim director from the outset. What do you expect them to achieve during their tenure? Having a well-defined scope of work will help avoid confusion or misalignment.
- Access to necessary resources: Make sure that the interim director has access to the tools, systems, and information they need to do their job effectively. This includes giving them authority to make decisions and take action where needed.
Integration
Interim directors need to hit the ground running, so proper integration into the organization is essential:
- Cultural alignment: Although their tenure may be short, it’s crucial that the interim director understands and aligns with the company’s culture. This will help them build rapport with existing employees and work more effectively within the organization.
- Stakeholder introductions: Facilitate introductions to key stakeholders as early as possible. This will allow the interim director to establish relationships and understand the internal dynamics they’ll need to navigate.
- Regular check-Ins: Schedule regular 1-to-1 meetings to ensure the interim director is on track to meet their goals. This also provides an opportunity to offer feedback and address any challenges they may be facing.
Strategic Involvement
To get the most out of your interim director, involve them in key strategic decisions. They are often brought in because of their deep experience and outside perspective, so take advantage of this by seeking their input on critical business issues. Allow them to engage in high-level decision-making and provide strategic guidance.
Collaboration
Encourage collaboration between the interim director and the existing leadership team. This can foster knowledge exchange and ensure that the interim director’s contributions are sustainable after they leave. Failing to integrate the interim director with existing leadership team will be detrimental for the success of the interim tenure. An interim expert will always be on your side and will want to be part of the team.
Knowledge Transfer
Interim directors often bring a wealth of expertise to the organization. To ensure lasting value, set up systems for knowledge transfer. This could include:
- Training and Mentorship: Having the interim director mentor or train key staff members.
- Documentation: Ensuring that processes, strategies, and insights developed during the interim director’s tenure are well-documented for future use.
Transitioning after an interim director’s tenure
Exit planning
As the interim director’s tenure comes to an end, it’s important to have a clear exit plan. Define a firm end date and outline the steps for transitioning their responsibilities to either a permanent hire or internal team members.
Handover process
A smooth handover is crucial to maintaining continuity. Make sure that the interim director provides a thorough handover to the next person in line, whether that’s a permanent director or an internal employee stepping up.
Post-engagement review
Once the interim director’s tenure has concluded, take the time to evaluate their performance and impact. What worked well? Were there any lessons learned? Use this information to refine your approach to future interim hires and organizational transitions.
Time to hire an interim leader?
Let’s hear your thoughts and discuss your possible interim leader needs together.
