Duration or intensity?


Duration or intensity: which type of match should be preferred?


Is finding the right professional match with an IM easier because they will only be ad interim over a pre-arranged, set period?


It takes time and experience to get to know someone well to ensure that they will integrate seamlessly into the business. But this time mustn’t be spent once the person is engaged. This is the importance of our job at ADM. We invest in this time. We make sure our selection and preparations are done properly. By working like this we then make the company gain time. Because we find the right profile, it allows the Interim Manager to integrate more smoothly into an unknown, even defensive universe.


Experts’ opinions:


As such, it is interesting to consult the opinion of experts in human resources and coaching on fundamental aspects of professional relations, to then ask whether or not a temporary relationship can give the same satisfaction, or even greater, than a longer-term relationship.


For the French philosopher Julia de Funès, speaker and human resources expert, the happiness felt in professional relationships is above all a matter of accomplishment, more than a fun or cool environment. What matters for personal development is to get results in what you do.


We can imagine that for the Interim Manager, committed to obtaining a result in a limited period of time, the access to happiness is more instantaneous than for a person who commits himself in the longer term with a company. The second type will seek a certain comfort in the face of a more monotonous daily life, where it will also be necessary to accommodate to a collective rhythm.


Belgian and internationally renowned psychotherapist Esther Perel’s primarily advice when building your own team is to surround yourself with people who know what you don’t. Build your team in this way it is made up of experts who complement your gaps.


We could imagine then that these people will be indispensable to you in the long term. But this is not inevitable. On the contrary, they may be useful to you as you learn how to fill these gaps yourself in the longer term. Or maybe a gap will only have to be filled for a specific period of time in the face of a specific situation. While one expert focuses on a specific part of a project for a specific period of time, another expert can focus on another part of that project, filling another gap, during that same period of time. Anyway, keeping someone in the longer term only out of gratitude for the services rendered, is not a healthy basis for a fruitful professional relationship in the longer term.


“What am I not asking?”


Still following Perel, it is also useful to ‍‍ask yourself “what am I not asking?” Instead of pretending you have it all figured out, invite others to help you better define your goals, values and identity.


Again, this is a good question. However, as a business leader, it is not self-evident to ask this question on a daily basis. Your teams may not dare to answer out of fear of offending you. An Interim Manager will do this with more freedom. Because the IM knows he is not there for a longer period of time, he will feel freer to be opinionated and also speak this opinion.


Whether you are hiring an IM or you are the IM, ‍staying humble remains good advice in professional relationships. Whether you’re investing in building a career, a business, or a project, it demands focus; sometimes this focus can turn into self-absorption—whether it’s arrogance or anxiety. Remain curious about others. Curiosity will not kill the cat in this case. Executive coach Jorge Gutierrez, resumes it very well: Being humble means, in the first place, being honest with yourself.


Experts in leadership:


Expert in leadership coaching Lisa Gick advocates: ‘Extend your curiosity beyond work identity. Leaders, be curious beyond work identity; get to know people for their humanness, and share yours. When we invite people to bring their whole selves to work, we learn and grow with them. We are dynamic partners in shared interests and goals.’


This advice applies as much to the boss who hires an IM, as to the IM himself. Temporary presence makes it easier to maintain a healthy curiosity, interest in others, listening and empathy.


Empathy, emotional intelligence, the demand for feedback and involvement, are also key words in fulfilling professional relationships, be they temporary or on the long term.


Business coach Hannah Koenig advises to ‘focus on building and nurturing relationships with businesses who share values similar to your own.


Leadership coach, speaker and author Darcy Eikenberg, explains that meaningful relationships, personal and professional, are always based on trust… And trust is only created by offering truth and value in the long term.


Our asset at ADM is to be trust transmitters. When a company and an IM give us their trust, we significantly reduce the time it takes to establish trust between a company and an IM.

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