Interim managers and consultants both serve as vital assets in times of restructure or redirection in your company. Both have advantages and disadvantages depending on your business needs; so which is right for you?
In many ways, interim managers and consultants offer very similar benefits. You only work with them as long as you need them, without having to commit to full time employment. Both will want to build successful portfolios and therefore pursue success for their own means as much as yours.
Interim and consultancy both provide expertise, often based on experience, and can provide speedy delivery on the results you're looking for. So where are the key differences?
Well, it can't be denied that, based on a daily rate of pay, interim managers are cheaper. If you need someone for a short period of time, consultancy may be right for you. But if you're seeking to hire someone to improve your business who needs to work there for a long time or who will frequently be returning, you may find interim management the preferable option.
Interim managers enter your organisation at a typically lower level, integrating themselves with your staff and your daily operations in order to enact the changes they have judged necessary. On the other hand, consultants don't tend to incorporate themselves directly into the organisation, but rather come in to talk to senior management and, based on the situation at hand, advise you on the solutions you need and leave again.
A number of views are commonly held about both interims and consultants that may put an organisation off employing either. For instance, some people question whether interim managers match consultants' expertise within specific fields. An employer, however, should consider that an interim manager may have more direct experience on the ground. Consultants, who often come from far more senior positions, may not be as experienced with the logistical barriers to implementing a strategic plan.
It is also considered that both interim managers and consultants, not directly associated with your organisation, are not as invested in doing a good job. But you must consider that both need to build a successful portfolio to benefit their own business.
Consultants are considered more likely to sell in additional services when offering advice on a particular solution. But depending on the needs of your company, you may find this either a help or a hindrance. You may find that additional services are necessary and that you would not otherwise have had access to them. However, you may also find that this is an annoyance you could do without. It entirely depends upon the unique needs of your business, your management, and how you intend to implement changes.
Let's condense it to its simplest formula. A consultant will come in to talk to senior management about how to enact changes throughout the organisation. After this discussion, they will likely leave but with an option for future contact if required. An interim manager, on the other hand, will discuss your needs, and then go about making it happen by working with your staff and reporting to you on the development of your plans.
So it remains up to you to decide which option is more appropriate for your organisation based on what you need, how you work and the end goal you hope to achieve.
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