The New Sheriff in Town: The Unique Role of an Interim Manager: Part 2

The participative planning process has several benefits for you and your staff. A primary benefit is that you and your staff get to know each other more quickly while discussing the issues. The process aids priority setting, the assignment of responsibility, the setting of deadlines and the identification of the resources needed. The outcome of the process is improved teamwork and mutual ownership and commitment to a written plan. Distracting issues outside of the plan can now be more easily dismissed.

There is an additional benefit that accrues to a work group through developing a MAP. People generally think that interim management is inherently stressful work. On the contrary, I believe that the arrival of a new interim manager is a much more difficult adjustment for the employees to make. The planning process is an excellent time for the new manager to begin to set the tone in his or her team and reduce the collective anxiety. The quicker people get to interact with you the more relaxed they will be and the quicker you will achieve a more open flow of communication. People will re-engage with their work and release the creativity necessary for problem solving with limited resources.

Finally, the MAP provides the raw material for your final report to your client and will help to facilitate the leadership transition to your permanent replacement. The final report can summarize past achievements, note unfinished business and suggest future projects for the client and your successor to consider.

Clarifying roles
Your assessment of resources is an important part of the planning process--including your evaluation of your staff. The most important decisions any manager makes are personnel decisions. Good managers know that other people must do the work. Assignments need to be made and accountability fixed for achieving the planned results. You must correctly identify the people who can help you most and deal appropriately with others. At times personnel decisions may be obvious to everyone, but what you do that affects people's jobs is not as important as how you do it. Be certain to involve human resources to ensure compliance with hospital policies and past practice.

Recognizing success
Even with a well-conceived plan that is embraced by an engaged, self-directed, creative work force, targeted victories may come slowly. When progress is achieved, you should take time to celebrate and recognize people for their accomplishments. Everyone will know that something has been achieved that your predecessor failed to do, but let your staff "wear the medals."

Appropriate recognition is a difficult skill to master, but it will always be appreciated and will help to sustain the momentum of your team. Even small gestures that demonstrate that you have been paying attention solidify the team and have benefits that will outlast your tenure.

Rewards of interim management
The unique challenges of the interim management role can provide several personal and professional benefits. The inconvenience of weekend travel can be offset by occasional trips with your spouse to see a part of the country you may not have previously explored as a couple. You both may form friendships that you will enjoy long after your interim assignment ends. Likewise your interim work will provide an opportunity to expand your professional network including the person who replaces you.

Interim management roles also offer exceptional opportunities for you to make a difference in your professional life. Most of my interim assignments have been in troubled organizations starved for direction and leadership. In such settings I have enjoyed a great sense of creativity and professional autonomy. Introducing a new order of things is both fun and perilous, but only by risking the uncertainties of change can you experience the rewards inherent in creating significant durable improvement. Interim management can be much more exciting and professionally rewarding than the routine management roles within a high-performing organization.