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1.    Immediate Availability. These resources can be in place within a very short period of time ensuring that the organization does not suffer from lack of leadership in the particular function. There is less “onboarding” or ramp-up time required because the resources are generally well experienced and familiar with stepping into an interim, fractional or advisory role.
2.    Experience. These resources normally fill roles at a senior level in the client organization. They are qualified and experienced with normally a broader range of skills and experience than the roles they take on. They are therefore able to assess problems quickly and bring value from the beginning of the assignment.
3.    Objectivity. These resources are focused on the immediate needs and what is best for the client business, unencumbered by company politics or culture. They often bring an objective and fresh approach to the organization without being a threat to the existing management team.
4.    Excellent Return on investment. These resources are often more productive because of their experience and mitigate the risk associated with the lack of leadership due to the absence of a particular management position.
5.    Accountability. These resources are taking on a specific assignment with a specific objective agreed by the organization’s executive leadership or stakeholders. They expect to be held accountable for results and for being instrumental in an assignment’s successful delivery. They give clients the peace of mind that the resource has ownership of the project.
6.    Effectiveness. Usually operating at or near board-level gives interim managers the authority and credibility to effect significant change or transition within a company. Unlike a ‘temp’, they’re not just there to ‘hold the fort’. They actively add value to the client organization as a result of their expertise and approach, even when the work and the decisions to be made are difficult.
7.    Commitment.  Interim and Fractional managers maintain high professional standards because their future work relies upon referrals and a successful track record. They, therefore, have a stake in the success of the assignments that they undertake. This contrasts favorably with other ‘temporary workers’ who may also be seeking ‘permanent employment’ or simply motivated by a day rate or extending their tenure.

The CASE for ENGAGING Interim/Part Time Management (click here to view this case study)