How interim management drives business change

The WIL Group Global Survey this year found that more than a fifth of our interims’ assignments were focused on growth and transformation. This was followed by 19% for project and programme management – much of which will also have involved change.

Business change has become the norm, and most large organisations will put into play at least one change initiative every year, whether it’s low level change or a significant transformation project.

A large number of these companies will turn to interim executives to drive business change, and with good reason. There are many factors in this decision, but they usually include:

Bringing an external perspective

One of the appealing features of an interim is that they come in fresh from the outside world. They will bring insights from their most recent assignments that could help inform your change strategy. While no interim will share commercially sensitive information from their previous posts, they can share learnings and trends that could have implications for your business.

Unrelenting focus

Companies sometimes entrust a change programme to an executive within the business – but this can put them under significant pressure. Trying to balance a change initiative with day to day work tasks can be an undeliverable challenge.

An interim leader, however, is free to focus completely on their assignment, and won’t be distracted by unexpected developments in other areas of the business. Interims want to leave a job with a sense of satisfaction and will therefore do everything in their power to deliver successful change.

Change expertise

With change so prevalent in the projects that our interims deliver, they are highly skilled and experienced in change management. They will bring with them tried and tested approaches that have been fruitful in previous assignments, to the benefit of your business.

Political independence

Interims are also strong change managers because they have no hidden agenda. All companies have their nuances and internal politics can make change initiatives more complicated. An interim manager won’t be driven by career aspirations or influenced by complex reporting lines, which can make their job both simpler and less susceptible to distraction.


Finding and appointing an interim is a very rapid process compared with standard recruitment. Agencies such as WIL Group can find suitable candidates in a matter of hours, and they can be appointed after a short introductory interview – often in the same week that support is requested.

Once in position, an interim is skilled at rapidly assessing the situation, creating an appropriate strategy to manage that change, and building the right team to deliver it.

With change now the norm, the use of interim managers is steadily rising across the globe year on year. To discuss how an experienced executive could support your business, contact your nearest WIL Group member today.



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