Create trust! 3 Aspects for Interim Experts/Managers!
All stakeholders involved – especially owners, executives, experts and other employees in the company – want to be convinced that the new interim expert/manager is a professional, reliable and characterful person. The stakeholders have (clear) expectations.
Often it is about challenging projects in important phases of a company and for this, the trust of all parties involved is an indispensable basis for success.
It is about the first and then subsequent impressions that other people in the client company make of the interim expert/manager, i.e. it is about winning people's trust immediately and quickly. What the first 100 days are for an employed expert/manager is more like the first 100 hours for the interim expert/manager.
3 aspects of trust:
?: Clarity about expectations & agreements
☉ Discuss and agree on mutual expectations regarding the overall mix of expertise, personality and experience.
☉ Clarify what type of interim expert/manager (expert, manager or leader) is needed.
☉ Check the cultural fit: fit between the company (national, corporate, communication culture) and the interim expert/manager.
☉ Agree on a precise job description.
☉ Agree on clear goals.
☉ Determine the necessary data, resources and powers of action.
☉ Listen actively.
☉ Clarify ambiguities by asking questions.
?: Fulfil expectations & agreements
☉ Ensure measurability of expectations and agreements (KPIs, etc.).
☉ Meet expectations and agreements “visibly”: Keep to what has been discussed and deadlines, etc.
☉ Make expectations, agreements and goals "tangible" for all participants: e.g. celebrate partial successes together.
?: Internal attitude of the interim expert/manager
☉ Politeness and partnership in the sense of business etiquette.
☉ Active listening and taking different points of view (change of perspective).
☉ Appreciative and respectful communication skills.
☉ Forming opinions and making decisions only after all relevant information is available.
☉ Results-oriented self-reflection.
☉ Being able to question critically and say no clearly.
☉ Assertiveness (vs. empathy): rather more extroverted and less in need of harmony compared to a permanent employee.
☉ Authenticity and credibility.
Your personal Contact
Thomas Behncke
CEO/Managing Partner
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