In the ebb and flow of business life, there are inevitable times when a dynamic organization will find itself with a key vacancy in one or more of its senior leadership positions.

The healthcare industry is especially venerable to these gaps in leadership due to the complexity of healthcare organizations and the multiple stakeholders that must be managed on a continuous basis.

While we are all familiar with the saying that “no one is irreplaceable”, the loss of key leaders within an organization can create uncertainty, confusion, paranoia, mistrust, loss of productivity, sense of despair, additional vacancies, and a multitude of other potentially negative factors.

In addition, the recruiting process itself can take months with every effort being made to find just the right person for the job to include the new candidate’s notice and potential relocation.

It’s during these very critical times that “hit the ground running” senior healthcare executives can be deployed on an interim basis to bring consistency of leadership, maintain critical relationships, help assure remaining employee retention, and facilitate desired / necessary changes to prepare a level playing field for the permanent recruit.

Members of our senior healthcare leadership team have “been there, done that” and know what to expect and how to “head off” the potential multitude of issues that typically accompany a change in senior leadership.

The key to a successful transition and interim management is the matching process that we carefully pursue to make sure that not only do we provide the specific skill set that is needed for the assignment, but also making sure that the style, personality, and values of our interim leader are closely aligned with those of your organization.

Our interim leaders approach every short-term assignment with a keen level of sensitivity to your needs and objectives, a willingness to stay the course, or make critical changes that might be helpful in creating a clean slate for the permanent leader being recruited.

The process is clear and straight forward:

• Initial No-Cost Consultation - with key decision makers within your organization to learn about the reasons for the current transition / opening, key issues that are most important to address, and your suggested strategies that will define your near and long term objectives

• Phone Interview(s) – we will present several candidate profiles for your review to be followed by a telephone interview with one or more of our available and appropriate interim leaders

• In-person Interview(s) – can be arranged following phone interviews if desired

• Final Selection / Assignment – once you are fully satisfied with our proposed interim leader, then a specific assignment / scope of work agreement can be developed complete with benchmarks, milestones, and other key metrics to assure you of tangible deliverables vs. what some firms provide – “house sitting”