Practical examples, additional information, benefit

• Innovation through transfer of expertise from different branches,
  "to look beyond one's own nose"
• Prevention through active conversion of a company
• High acceptance by integrating the employees in the project work
• ....methodical competence (core business)
• Not telling what to do but showing how it is to be done
• Immediate successes through former pragmatic implementing steps
• Measurable customer's benefit by focusing on profit and lost and improving the balance sheet
• Mine searcher, scapegoat/whipping boy (adaptation capacities for insider often means a significant step, that´s why intensive assistance during this process
• Meet the requirements of management capacities with a term of 3-18 months
• No considerateness regarding “skeletons in the closet”, objective, neutral and historical structures will be modified in favour of customer and market orientation
• No competition between employees, as interim managers have no future...client. They like/love being free and self-employed and being challenged by new projects. The part-time manager “comes to leave”...He has an open mind on the right pathology. He wants to find solutions not to make career
• Professional reporting
• Performance-oriented coaching of the human resources management
• Assisting corporate groups to make a choice about well-known experienced and famous international consultation offices with methodical competence for use in
  - complexed subjects
  - strategic problems/questions
  - complexed restructuring
  - extensive research
• No employment contracts but outsourcing with flexible end of contracts. The interim manager is not an employee in the framework of Works Constitutions Act
• No employment – no costs; highest flexibility for the customer
• Tailor made solutions, no random formula
• General motives for use in....
  - Urgency »trouble´s brewing«
  - Flexibility »only temporary demand«
  - Expertise
  - Necessity, no other idea/solution
  - Experience, professional competence
  - Independence, objectiveness
  - Too risky for internal executive managers (not to burn high potentials)