Has the managing director had an accident? Is the CEO on medical oré mat ernity leave? Did the boèardé abruptly decide to part ways with the executive éteam? ’When this pivotal role suddenly becomes vacant, the entire ’éorganisation féeéels the shock.
Redistributing responsibilities among middle managers or involving board members in day-to-day operations can work for a few weeks, but it quickly drains the teams and slows down decision making. Restoring balance often takes longer than the vacancy itself.
Yet a transition also creates an opportunity to implement necessary changes (restructuring, reshaping teams, clarifying priorities) so that the future executive can start on solid foundations.
Recruiting the right person takes time. Appointing an interim director is a winning option: within a clearly defined mandate, this firefighter ensures continuity, keeps people focused, imagines innovative solutions and implements the agreed measures.
Whether the assignment lasts a few weeks or several months, it requires someone who can immerse themself instantly in the company, understand the stakes and reassure teams. The mission and reporting line must be defined precisely by the board to guarantee a trusted framework.
We can quickly take on interim leadership mandates to:
