Bringing in interim talent or consultants can be a strategic move for companies looking to address specific challenges or opportunities. However, the success of these engagements relies not only on the skills of the interim professionals but also on how well the company prepares and supports them. In this blog post, we’ll explore key strategies that companies can employ to set up interim talent for success and accelerate their path to productivity, guided by insights from thought leader Simon Sinek.
- Clearly Define Objectives and Expectations
Tip 1: Set Clear Objectives
Before the interim talent arrives, define clear objectives for their engagement. As Simon Sinek, the renowned author and leadership expert, wisely said, “Start with why.” What are the specific goals they need to achieve during their time with the company? This clarity ensures that both parties are aligned on the desired outcomes.
Tip 2: Communicate Expectations
Clearly communicate your expectations regarding roles, responsibilities, and deliverables. Make sure the interim professional understands their scope of work and how it fits into the larger organizational context. This clarity helps prevent misunderstandings and ensures a focused approach.
- Provide Access to Resources and Information
Tip 3: Access to Key Resources
Ensure that interim talent has access to the necessary resources, including tools, data, and technology. As Simon Sinek advocates, “Give people the tools they need and get out of their way.” A well-equipped interim professional can work more efficiently and effectively.
Tip 4: Information Sharing
Share relevant organizational information, such as company culture, policies, and key contacts. Transparency and open communication, in line with Sinek’s principles, allow the interim talent to navigate the organization more smoothly.
- Facilitate Integration and Networking
Tip 5: Introduce to Key Stakeholders
Facilitate introductions to key stakeholders within the company. This includes not only the immediate team but also individuals in other departments who may collaborate with the interim professional. Networking helps build relationships and access valuable insights.
Tip 6: Orientation and Onboarding
Consider providing a brief orientation or onboarding process to familiarize the interim talent with company procedures, values, and culture. As Simon Sinek emphasizes, “When you have a clear sense of why you do what you do, and you are consistent in your actions, you can inspire others to become loyal followers.”
- Set Up Regular Check-Ins
Tip 7: Scheduled Progress Meetings
Establish a regular cadence of check-in meetings to track progress, discuss challenges, and provide feedback. These meetings can help keep the interim talent on course and aligned with the company’s goals.
Tip 8: Open Channels of Communication
Encourage open communication channels between the interim talent and company leadership. Ensure that they feel comfortable raising concerns or seeking guidance when needed.
- Acknowledge and Recognize Contributions
Tip 9: Acknowledge Achievements
Recognize and acknowledge the interim professional’s contributions and milestones achieved during their engagement. As Adam Grant, a renowned organizational psychologist, suggests, “Acknowledging your impact isn’t about bragging; it’s about being accountable.” This recognition can boost morale and motivation.
Tip 10: Feedback and Evaluation
Conduct periodic evaluations to assess the interim talent’s performance and contributions. This feedback loop not only helps them improve but also provides insights for the company’s future engagements with interim professionals.
Maximizing the Impact of Interim Talent
When companies invest in preparing and supporting interim talent effectively, they unlock the full potential of these engagements. Interim professionals, armed with a clear understanding of objectives, access to resources, integration into the company culture, and ongoing support, can hit the ground running and make meaningful contributions. By following these strategies, companies can maximize the impact of interim talent and ensure a successful partnership that benefits both the organization and the professionals they bring on board.
About Jeff Bettinger
Jeff joined The Christopher group in 2023 as President, Consulting Advisory & Interim Solutions. Jeff has been the Principal of Six Summit Leadership and previously helpmyresume.com for 15 years before joining TCG. He has coached hundreds of executives and leaders throughout their careers. In addition, Jeff has been a Chief Human Resource Officer for 2 publicly traded companies. His experience spans multiple industries. He has led and supported established and high-growth start-up companies. He has worked with private equity, privately held, and publicly traded companies. Learn more about Jeff by visiting his bio page.