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Many companies know they need to act – but don't. Why?

According to McKinsey’s Global Economic Survey (Dec 2024), one in three executives expect a worsening economy. Investment plans are frozen, hiring is delayed – yet competitors continue to move. In volatile markets, waiting is no longer neutral. It’s a risk.

The core problem isn’t lack of insight – it’s lack of execution. Strategic goals remain stuck in PowerPoint presentations because no one takes the lead. Interim managers close this gap: 

They make decisions, take responsibility and bring the necessary power for implementation, always under the guiding principle that a solid leadership makes the difference between success and failure.

Transformation or restructuring?

Both terms describe change – but differ in their starting point, goals, and pace:

Transformation is a strategic overhaul from a position of strength – enabled by digitalization, innovation, or cultural shifts.

Restructuring usually starts under pressure: an attempt to regain control and stability during operational or financial distress.

Understanding this distinction is essential for making better decisions – especially when time is limited.

Transformation or restructuring? This infographic shows the four key differences. It explains what is important in both cases and what role an interim manager plays in critical phases.

Hands-on expertise for critical steps: Which interim manager is the right one?

The strategic debate is over. Decision-makers know that change is inevitable. The key question now is: Who can lead this change and get things done? Who has the authority, experience, and independence to succeed?

In such moments, you don’t need more analysis – but someone who takes responsibility. Not in six months, but within days.

We often hear this in confidential conversations when companies face major change. The pressure is high, but implementation stalls. The problem isn’t knowledge – it’s leadership. Someone who acts decisively, no matter the internal friction.

Companies in this position need more than thinkers – they need doers. Leaders who rebuild trust with shareholders, banks, supervisory boards, and employees. Not with words, but with the right decisions.

What interim managers do and why they are indispensable

A good interim manager brings not only expertise, but also the courage to address uncomfortable truths. They are not just another project manager, but a hands-on leader with a clear mandate.

In transformation processes, they create momentum, set priorities, and push for timely implementation. In restructuring phases, they bring stability, reduce conflict, and ensure steering capability. They act not in the background, but side-by-side with top management – as equals and with impact.

5 uncomfortable questions you should no longer put off

Answering these questions honestly helps assess whether an internal solution is viable – or whether the window for action has already closed.

How do you recognize that the right interim manager is on board?

An effective interim manager delivers results in three phases:

1. After 10 days, there is a new clarity about priorities. Initial lines of conflict have been identified and defused.
2. After 30 days, operational changes are noticeable, and internal blockages are significantly reduced.
3. After 90 days, the organization is once again controllable. Management within the company functions smoothly, and trust is growing.

Interim management is not about support, advice, or presence. It is about responsibility. It's about implementing what you have promised.

How an interim manager makes an impact in three clear phases: After 10 days, priorities are set; after 30 days, the first implementation measures are underway; and after 90 days, the organization is back in control.

Make your decision before others decide for you

The most dangerous illusion during a change process is believing that everything can be managed internally with the resources at hand. That belief is understandable – but often unrealistic. Relying solely on internal resources for too long can lead to inefficiencies, delays, and an irreparable loss of trust among employees, financial backers, and the market.

Transformation is not automatic. Restructuring is no miracle cure. It’s not intent that determines the outcome of a change process – it’s execution.

If you're ready to rethink responsibility – this is your next step

You've realized that change is necessary, but no one internally is available to credibly lead it? Then a confidential conversation with us might be just the right impulse.

An EO consultant will take the time to understand your situation in detail, discuss realistic options, and facilitate targeted contact with a proven executive – someone who can speak with you as an equal and with clear focus.

This initial conversation is non-binding and free of charge. It may be the key to regaining clarity, confidence, and the ability to act.

About EO Executives

EO Executives is an international executive search and interim management company. Since 1997, we have supported businesses in recruiting proven leaders who take responsibility and create real impact.

Our consultants have held senior roles themselves and know what it takes to remain capable in complex situations. Through the EO network, they bring together the right experts to tackle every challenge with a high-performance team.

Our approach is clear: we don’t think in profiles, but in results. Because sustainable success doesn’t come from perfect planning – but from people determined to take responsibility.