Differences between an Interim Manager and a senior consultant.

When strategic challenges, crises or large-scale projects arise, a common question arises: Do we hire a Senior Consultant to analyze the situation, or an Interim Manager (temporary manager) to take the reins and execute the plan?

The confusion is logical, since both are high-level external professionals who provide expertise. However, the difference between these two figures is not one of qualification, but one of purpose and action. While one gives you a report, the other rolls up his sleeves to ensure effective execution.

Below, we take a closer look at this critical distinction, which is key to ensuring business growth and sustainability.

Definition and purpose: Advise or integrate to solve?

The fundamentalgap between the senior consultant and the Interim Manager lies in the level of involvement and the expected outcome of their collaboration.

The role of the senior consultant: Analysis and recommendation

Consulting focuses on strategic analysis. Its mission is to diagnose problems, identify opportunities and design a detailed roadmap for the company. The Senior Consultant operates from an external position, providing an objective view and theoretical solutions.

• Mainfocus: Designing the roadmap and telling the company which path to take.
• Working model: Focuses on knowledge transfer and delivery of a detailed report or strategy.
• Role: Advisor, external expert who recommends actions.

The role of the Interim Manager: Leadership and execution.

The Interim Manager is an executive leader who is temporarily integrated into the organization's structure to execute and solve a specific challenge. His success is measured by the fulfillment of the objectives defined at the beginning of the mission.

• Main focus: Take the reins, manage teams and ensure the execution of the strategic plan or the resolution of the problem.
• Work model: Direct involvement, decision making and responsibility for the final result, real action.
• Role: Executing leader, transition manager with proven ability to generate immediate results.

When to choose each professional?

The choice between a consultant and an Interim Manager should be based on the real need of the organization: is there a lack of knowledge or a lack of action capacity?

Senior consultant

This figure is needed when the priority is to obtain an external, analytical and strategic vision.

• Need for an objective diagnosis and strategy design, provides a fresh external vision and analytical expertise.
• A detailed action plan and concrete proposals are required, planning and informed recommendation.

Interim manager

The priority is direct action, change management and delivery of results.

• Complex transformation or complex restructuring needs to be implemented: This situation requires on-site leadership, change management and real execution capability.
• There is an urgent need to fill a managerial position temporarily (e.g. due to leave or transition): The Interim Manager brings proven executive leadership and agility to ensure business continuity.
• The organization already has the strategy, but lacks the resources or internal expertise to execute it: Their primary focus is on effective execution and meeting previously defined KPIs.

The difference in measuring success: Reporting against tangible results.

It is the criteria for measuring success that makes the biggest difference in practical business impact.

Quality of insigth

In the case of consulting , success is defined by the quality, depth and applicability of the strategy or report delivered. Its ultimate value is the transfer of expert knowledge and clarity of the roadmap. The main metric is the usefulness of the insight and the soundness of the recommendation, keeping the focus on the strategic analysis and the theoretical justification of future actions. It is important to note that the implementation falls on the company's internal team .

Return on Investment (ROI)

The Interim Manager is not measured by the report he/she leaves, but by the achievement of the objectives for which he/she was hired. Success is, by nature, tangible and measurable in the short to medium term. The main metric is ROI and the fulfillment of KPIs defined at the beginning of the assignment, covering aspects such as cost reduction, market share increase, successful implementation of a system or the closing of a restructuring. The focus is on effective execution and direct accountability for results, with the particularity that your contract ends when the challenge has been solved or the transition has been successfully completed.

Servitalent: Your partner in strategic execution

Hiring an Interim Manager is a strategic decision that requires a rigorous analysis to ensure that the profile fits the culture and the specific needs of the mission. Success depends to a large extent on the correct selection of the professional.

At Servitalent, we develop a rigorous methodology of selection, evaluation and assignment of talent, to guarantee you the perfect match.

Do you need a leader to guarantee the execution of your most strategic projects?