Interim Management For Internal communication
All experts agree: Internal communication is increasingly important. But companies are facing more difficulties to ensure a professional standard – because specialists are hard to find.
JUST HIRE AN INTERNAL COMMUNICATION MANAGER?
At the beginning of the recruiting process everyone is optimistic: why not simply hire an Internal Communication Manager? Easier said than done. Practice-proven experts with sound experience in internal communication are rare. The few that do exist are in great demand. Young talents are a little easier to get, but have correspondingly less experience, for example in sensitive issues such as change communication or the development of internal communication structures.
On top of that, medium-sized companies in particular often cannot afford (and do not want) to hire someone exclusively for internal communication. What to do?
INTERIM MANAGEMENT IN THE INTERNAL COMMUNICATION
Another way to build up or professionalise internal communication is to hire an interim manager. Interim management means the temporary assumption of a position by experienced external specialists. In their role, interim managers are responsible for internal communication on a temporary basis – a particularly flexible solution for companies.
Especially in the field of internal communication it can pay off to employ interim managers. Why? They usually have several years of expertise, have worked for a large number of companies from various industries and are mostly skilled in creating concepts. This makes them the ideal choice for establishing or expanding internal communication, developing structures, creating new channels and establishing a fully operational communication system. Once the development process is complete, the focus shifts to providing content or supporting an internal editorial team – a task that colleagues with less experience can grow into.
A further advantage is the mix of involvement and professional distance of interim managers. On the one hand, they are fully embedded in company processes. At the same time, they retain their objective outside view. Anyone who has already made the experience that the opinion of internal experts is sometimes not appreciated recognises the external status of interim managers as an asset – and the corresponding independence and ability to convince.
By the way, interim management in internal communications is by no means only interesting for large companies. On the contrary: medium-sized companies can build up know-how in a focused and efficient way over a certain period of time. Later, an internal or external talent can be found to continue the tasks.
INTERIM MANAGEMENT PAYS OFF
From our experience, interim management pays off in business practice. As temporary partners, we were able to provide inspiration, create professional structures, develop internal communication in a short time and support the success of change processes.
What experiences have you made? We are looking forward to discuss this in a personal meeting.
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