Leading change as an interim consultant – the right tools make all the difference
Interim executives are brought in when companies are facing change, restructuring, or growth. Clients seek quick access to top-tier expertise—someone who can analyze the business, identify challenges, and lead the organization forward.
But change management is complex and unpredictable. Whether it involves managing restructuring, cultural changes, or rapid expansion, the right tools are needed to navigate these challenges and achieve lasting results.
Siri Unander Scharin, an experienced HR consultant and interim HR manager, has supported organizations undergoing change through interim assignments at companies such as Trygghetsstiftelsen, Adecco, Coop, Richo, Kemetyl AB, and Tamro Sweden. She knows that interim managers need more than just experience—they need a methodology and an understanding of the latest research-based insights in change management.
"I think most companies choose to hire an interim executive to quickly bring in cutting-edge expertise and someone who can view the organization from the outside. But it’s not enough to be an expert in your field—it’s also about being able to understand individuals, change processes, and how to get people on board," says Siri Unander Scharin.
HR Challenges in Change Processes – What Interim Managers Need to Understand
Change management in HR is not just about structure and processes, but also about people and culture. Interim executives working with organizational development and transformation face unique challenges—not least when it comes to engaging employees, managing resistance, and ensuring that changes are actually implemented in a sustainable way.
According to Gartner’s “HR Leaders Quarterly Magazine”Starting in the fourth quarter of 2024, several key challenges facing HR leaders are identified:"
- Technology Choices in an Era of Rapid AI Development: With the rapid advancements in artificial intelligence, HR leaders face the challenge of making strategic technology choices that align with the organization’s goals
- Leadership and Management Development: Strengthening leadership within the organization to meet future challenges is a priority
- Promoting Diversity, Equity, and Inclusion (DEI): In a time of social and political challenges, it is important to maintain and promote DEI initiatives within the organization.
Continuing education relies heavily on research and theory, which is very important to keep in mind. Linking your own experiences to research is incredibly empowering.
For interim managers, this means that traditional change models do not always work. Instead, a focus on behavioral science insights, motivation-driven change management, and a deeper understanding of organizational psychology is required.
Reflecting on Your Own Performance as an Interim Manager—Avoiding Getting Stuck in Old Habits
Change management is not just about transforming organizations, but also about developing one’s own leadership skills. One of the biggest pitfalls for interim managers is getting stuck in tried-and-true methods and failing to assess whether these are still relevant in today’s rapidly changing work environment.
People often follow very familiar paths; they stick to their tried-and-true methods. I think that when you receive training, you also start to scrutinize yourself and begin to question how you work.
There are several methods for self-assessment and continuous improvement that interim managers can use to ensure that their work practices are up-to-date and effective:
- 360-degree feedback – A structured method in which the interim manager receives feedback from clients, colleagues, and other stakeholders to gain a comprehensive understanding of their strengths and areas for development
- Reflective Practice – By actively analyzing their own decisions and actions, interim managers can identify patterns in their leadership and evaluate what works best
- Coaching and Mentoring – Having an external mentor or coach can provide new perspectives on how to manage change processes and organizational development.
The Professionalization of the Interim Industry—The Role of Certification
An increasing number of companies view interim management as a long-term strategy rather than a stopgap measure to fill vacancies. As the market grows, the professionalization of the interim management industry is also becoming more important.
Staying up to date and keeping abreast of the latest findings and research is a mark of quality. It provides peace of mind for both the interim manager and the client.
One way to ensure that interim managers are prepared for the challenges of the future is through academically grounded training programs. The School of Business, Economics and Law at the University of Gothenburg now offers a specialized program in Interim Management, developed in collaboration with Interim Search.
I think it’s ideal to connect the academic world, research, and trends to one’s own knowledge. This ensures that you don’t rely solely on experience, but also gain a deeper understanding of how change management is best implemented in today’s organizations.
Secure your spot in Sweden’s only academic program for interim executives
The next session of the Interim Management Professional Program will take place May 18–22, 2026, and the program will be held at the School of Business, Economics and Law at the University of Gothenburg.
For more information and to apply for the training, read here.
