Frequently asked questions about Management on Demand

Management on Demand: What is Management on Demand?

The assumption of management responsibilities, for a limited period of time, by an external manager, to solve problems in the day-to-day business.

Focus: What core services does management on demand provide?

Management on demand focuses on implementing projects. That means planning specific goals and achieving results.

The prerequisites: What powers are necessary for interim management to work?

To allow results to be achieved quickly there are 2 vital prerequisites: 

1) The ability of employees to follow instructions, so that all the participants are involved in solving the problem. 

2) The ability not to follow instructions from the client, to allow objective decisions to be made about the problem. 

 

Application: When would an Manager on Demand be appointed?

Management on Demand is used primarily for change projects with a specific form of implementation. This includes crisis management, growth projects, succession, optimisations etc. An Interim Manager is sought after to exploit the full potential of a company, i.e. to ensure the sustainable implementation in the company. Interim Managers are also ideal to fill short-term vacancies due to their management experience.

 

Demarcation: What is the difference between interim management and management consultancy?

Both are external services which focus on issues that complement each other. Management consultancy focuses on providing consulting for strategic and operative issues. Interim management, on the other hand, assumes management tasks with operative responsibility. 

If a quick change of direction is needed in a company and this has to be implemented in the shortest possible time, which is usually the case, the competency for this lies with an interim management company. 

 

Origin: Where and how long ago was interim management established?

It is assumed that interim management began in Europe, for example in Scandinavia, the Netherlands and the UK. Interim management emerged over 50 years ago and has been present in Germany for more than 25 years. 

 

Personality: What personal requirements are there to be an Interim Manager?

Interim Managers are usually experienced specialists and managers with a lot of management experience in group organisations and small and medium-sized companies. I.e. an Interim Manager has specific professional experience and combines the "theoretical know-how" with the "skills" he/she has proven in everyday business life.

Experience as a manager: How many years of managerial experience does an Manager on Demand have?

The overwhelming majority have at least 10 years managerial experience. In general it can be said that the more complex the managerial task, the more important the number of years’ experience is at management level with personal responsibility. 

 

Age structure: How old are Interim Managers?

As managerial experience is extremely important to ensure competency in the implementation, the age range is generally between 40 and 65. 

 

Work experience: Why is work experience so important for Managers on Demand?

Experienced leaders have managerial experience, specialist know-how such as project management and normally a wide range of industry experience. It is particularly important, however, that experienced managers are good at dealing with conflict and stressful situations and therefore can introduce changes safely and quickly in a company.

Neutrality: The key advantage!

Interim Managers have the advantage that they are one-hundred percent focussed on the issue, project or task, because they are not part of the political system of the company. Due to their neutrality, Interim Managers can address problems objectively as an intermediary and usually eliminate them quickly, in coordination with the different parties (teams, departments etc.).

 

Hierarchy: How does an Interim Manager foster the structure of the organisation?

An Interim Manager is not concerned with the next stage of his/her career at the company. He/she also does not want to perform the assigned task forever. Interim Managers think in terms of projects and want to process them in line with the interests of the client. As a result they do not get involved with political games and do not try to protect their position. That is why an experienced Interim Manager tries to find a suitable successor during the project phase, where possible from the company.

Quantity: How many Management Consultants and Managers on Demand are there in Germany?

According to estimates there are approx. 120,000 company consultants and approx. 6,000 Manager on Demand.

Areas of application: What are the core areas of interim management?

In our opinion there are 3 core areas of interim management: 

  • Crisis management 
  • Change management 
  • Temporary management 

Interim management is used wherever sustainable implementation is required. 

The benefit: Where is the benefit for the client in appointing an Interim Manager?

An Interim Manager takes on the operative management after a short period of time. He/she works in the interests of the client and uses his/her neutrality to achieve results quickly and safely and to embed them in the company.

 

Attitude: What attitude is it vital for the client to have?

Results are achieved quickly if employees and managers are allowed to agree to changes. I.e. if the client (the owner) shows trust and gives all the participants the chance to go a new way, led by the Interim Manager.

Cooperate organizations - SME: Is management on demand more established in group companies than in small and medium-sized companies?

n general, in larger companies an Interim Manager is normally used in different positions to fill short-term vacancies. This allows the group to quickly fill the position and search for a suitable candidate at the same time. The more complex the task and the smaller the company, the more all-round the Interim Manager has to be, who can assume managerial responsibilities in difficult situations such as in times of crisis. The majority of Interim Managers are therefore used in group companies. However, the number of interim projects in small and medium-sized companies is constantly increasing. 

 

Size of company: What size of companies do Interim Managers look after?

In general companies of all sizes can be managed by a suitable Interim Manager. In our experience, Interim Managers are being used more and more in small companies, even those with 20 employees or less. It is here in particular that management skills are required to ensure fast and uncomplicated implementation. 

 

Management levels: At what management levels are Managers on Demand active?

A Manager on Demand take on full managerial responsibility in the first and second tiers of management. They also work as project managers or within a department as experts to implement special issues. 

 

General management: Can an Interim Manager work as a Managing Director?

The answer is a definitive yes. Interim Managers are used to working on their own risk, as they already have experience with standing in for employers in group companies or small and medium-sized companies. They therefore act more as a General Manager in the event of an emergency and if the existing General Manager is unable to work due to an accident, in the event of a successor regulation where a suitable candidate has not yet been found, or in a crisis situation where the Interim Manager assumes the operative management and the function of an CRO (responsible for restructuring/reorganisation). 

 

Turn-around: Are Interim Managers suitable for turn-around projects?

The more operative implementation is required the better it is to use an Interim Manager. As a result, with crisis projects that have an extremely tight timeframe, an experienced Interim Manager who can quickly take the reins (introduce the turn-around) and give the company a new perspective is very suitable. 

 

Insurance: What insurance does an Interim Manager have to show?

An Interim Manager is a consulting profession. As a result an Interim Manager should maintain property damage liability insurance as a Company Consultant and Interim Manager. In addition we recommend office liability insurance as these services are mainly performed at the client's site. 

 

Daily rates: What daily rates can be expected for management on demand?

Managers on Demand base their rates on the annual salaries of the position they are taking on. The daily rates, which take into account the costs of the external service provider, are calculated based on the annual salary and any corresponding factors. The factors are usually based on 2 core areas, the responsibility and the number of days worked. 

 

Helping others to help themselves: That is always the focus of the Interim Manager!

The Interim Manager sees him/herself as a management personality who is ready to pass on his/her practical knowledge without being asked. For the Interim Manager it is important that the managers, employees and the organisation safely develop and work on improving the company. 

 

Project management: This is a fundamental prerequisite for an Interim Manager!

Interim Managers never lose focus of the results to be achieved. I.e. they work in a structured manner according to a specific schedule. In doing so they incorporate the concerns of the client, the managers and employees. This is always done, however, with the aim of achieving a measurable result in the agreed time frame. 

 

Supply Chain Management: Not mandatory, but very helpful?

Interim projects do not need the know-how of a Supply Chain Manager. However, as a Supply Chain Manager the Interim Manager can also assess the requirements of the client's customers so that they can be implemented into the project. In doing so the whole supply chain from the customer, sales, production, purchasing to the supplier is assessed.

 

What are the phases of an interim project?

We believe the 4 phases are important to effectively use the full strength of interim management:

Projects in small companies over a period of max. 2-3 months

  • The preparation and analysis phase (2 to 5 days) 
  • The operative phase (start and operative implementation) 
  • The transition phase (transfer to the client's manager) 
  • The completion phase (determining the status - up to 5 days) 

Projects in medium-sized companies with a time frame of max. 12 months

  • Preparation and analysis phase (10 to 20 days) 
  • The operative phase (start and operative implementation) 
  • The transition phase (transfer to the client's manager) 
  • The completion phase (determining the status - up to 15 days) 

In the preparation/analysis phase the order is clarified and an independent review is done of the actual situation at the client's company. The operative phase is the core of the implementation phase in the company, with the results subsequently checked. This is followed by a transition phase to test whether the organisation can introduce the change itself and, if required, a successor is introduced. The completion phase checks the results, once more, following the transition phase so that the interim project can finally be handed over. 

Contract: Which type of contracts is used for interim management?

2 different types of contract have been established. Employment contracts are mainly used, which describe the scope of external services, while contracts for services are also sometimes used which have specific goals together with a performance-related share of the daily fee. 

 

Documentation: How and where are goals and results documented?

Goals are developed in the first few days, normally in the analysis phase, and are put down in writing. They are sent to all the participants at the start of the interim management project as part of a transparent information policy. Within a period of 4 weeks the first results are documented and then updated on a regular basis and made available to all the participants.

Communication: This is an important tool for the Manager on Demand!

Management on Demand projects always have one thing in common: They have to overcome critical situations as quickly as possible. This is only possible with active communication by all participants. Interim Managers are therefore always close to people in the company, so that they can contribute daily to help solve problems, but above all to motivate the employees. Information is exchanged constructively in 1-to-1 meetings, in teams, at workshops and at works meetings. To consolidate this, goals, intermediate results, results from workshops as well as the overall results are always provided in written form.

Coaching: This is a core element to improve people and organisations!

All success is achieved by people. As a result the person, the employee, the manager, the team and the organisation are at the core of interim management. The responsibilities of the Interim Manager are similar to that of a football manager, who puts himself in the position of each player as well as the team itself, thereby leading them to success.

The fee: How does the remuneration for Managers on Demand work?

Managers on Demand are paid according to their external services based on the daily fee. Normally a daily fee plus expenses is contractually agreed.