INTERIM LEADER OR MANAGEMENT CONSULTANT?

Should you—or shouldn’t you? Should you choose an interim leader or a management consultant? This is often the key consideration when a company needs external, experienced leadership for a complex and time-limited assignment.

One of my clients put it very succinctly the other day when we discussed the difference between a traditional management consultant and an interim leader:

Unsurprisingly, we agree.

Time and again, we see how crucial it is that the experienced leader who steps in for a period can also ensure strong execution—and do so together with the organisation. Bringing employees on board, guiding them, and equipping them with the tools needed to continue the journey. In this way, the company can carry on independently once the interim leader has completed the assignment.

Beyond the right competencies and many years of experience, a strong interim leader also has well-developed people skills. They can move seamlessly both up and down the organisation and know how to engage all levels in the transformation—ensuring the organisation can continue after the interim leader exits.

The most obvious differences between an interim leader and a management consultant are:

• Strategy – both can define a strategy and advise the company
• Execution – an interim leader is always involved in execution together with employees; a management consultant rarely is
• Mandate – an interim leader is given the authority to make decisions on behalf of the company, ensuring effective execution. A management consultant never—or only very rarely—has this mandate

There is no doubt that management consultants are highly skilled. However, in our view, they often lack a solid foothold within the organisation. They lack the mandate to make decisions and the time required to execute together with employees.

Across the many interim assignments we have delivered over the past 20 years—for small, medium-sized, and large companies alike—it is clear that the trinity of strategy, execution, and mandate is the path to growth, development, innovation, and real change.

Interested in more insights and inspiration on interim leaders vs. management consultants?

AND THEN THERE’S THE FEE

Did you know that an interim solution is actually cheaper than a management consultant?

Let us explain why.

If we compare compensation models for interim leaders and management consultants, the differences become clear

Management consultants are typically paid by the hour—often at rates between DKK 1,500 and 4,000 per hour. Unless a strict time cap is agreed in advance, hours can quickly accumulate and exceed expectations.

Interim managers are paid a fixed, agreed monthly fee—regardless of extra hours or overtime. This means no unforeseen costs and no additional employer obligations such as holiday pay, pension, company car, or bonuses.

When you use a professional intermediary to identify the right interim leader for your business, you also gain a satisfaction guarantee. Experience and competencies are a strong match, the leader can typically start within days, and results are delivered from day one.

The fee naturally depends on factors such as the complexity of the assignment and the level of responsibility involved.