What makes a good interim Internal Comms Manager? By Sarah Sheasby

Date posted: 12 June 2018  |  Posted in: Communication, Leadership

If you’ve rarely worked with Internal Communications interims you may be wondering what to look for in the ideal candidate. In our recent social media campaign we shared our views based on what our clients say they value most. Here’s what we said…

They’re one of the team from the start
In most permanent jobs you can expect a settling-in period of a few weeks: with interim resource this is fast-tracked. It’s common for contractors to be called upon to fill unforeseen gaps at times when the pressure’s on…so our clients tell us they need Internal Comms managers who can get up to speed and build their internal networks quickly. They should be assessing the culture and working style from the outset, bringing their wide experience of working in different organisations to bear. Before you know it, they’ll seem like an invaluable member of your team.

They deliver brilliantly, even in challenging environments
Every organisation has its politics and no-one knows this more than an experienced interim Internal Comms Manager. They’ve seen it all…from companies in the throes of mergers and acquisitions, to changes of leadership team, performance issues and resource shortages. Crucially, they don’t let this distract them from the task in hand and will always deliver to a high standard, on time. Resilience is their middle name.

They add value above and beyond
When recruiting an interim Internal Comms Manager, aim for someone who not just delivers brilliantly to your brief but also looks for opportunities to implement continuous improvements while in your team. You might be bringing them in to manage communications for your systems implementation, but they could also be tidying up intranet pages to remove out of date content or improving your e-zine.

They are great at managing stakeholders – even challenging ones
Your ideal interim should be able to deftly manoeuvre around senior leaders with differing views and dynamics without it compromising delivery. The chances are they’ll have encountered similar situations on numerous occasions. A good internal communicator will identify whether they can play a role in reconciling opposing positions or whether it’s best negotiated with care. More generally, you should be able to trust your Internal Comms Manager to keep the right people in the loop with the right level of information at the right time.

They leave you in a good place at the end of their contract
There’s nothing worse than being left high and dry at the end of a contract, with enquiries pouring into your team and no-one to manage them. A conscientious interim will plan in plenty of handover time at the end of the assignment to transition the work into ‘Business As Usual’, ensuring your existing team are well prepped. This includes filing documents, notifying stakeholders and having an ongoing plan for managing the work.

If you need interim support, we can help. We have an in-house team of talented, experienced Internal Comms Managers. Email jos.harrison@internalcommsteam.com if you’d like to know more.

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