Initial situation
A medium-sized company is in the middle of a comprehensive restructuring, one large division is being expanded and others are being scaled back. The communications department is not up to the new challenges: not strategically positioned enough, hardly any clear processes and no coordinated strategy. Although managers are ready for change, they do not have sufficient experience to shape it in a targeted manner. There is also a lack of an active feedback culture, which would be essential for the new direction.
Challenges
- Leadership in transformation: Vacant positions remain unfilled for a long time
- Processes and roles are missing: One department, many tasks, no clarity
- No strategy: communication acts reactively instead of proactively
- Project chaos: Processes unclear, responsibilities open
- Little management experience: managers need sparring and tools
- New structures required: the goal is agile, future-proof communication
What helps? A clear head from the outside.
An experienced interim manager takes over and brings structure, calm and direction.
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Create structures
- Analyze and optimize processes
- Clarify roles
- Introducing an agile morning briefing
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Strengthen leadership
- Coaching for managers
- Establish feedback formats
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Professionalize communication
- Develop strategies
- Implement templates & processes
- Establish proactive communication logic
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Sharpen internal positioning
- Clear brand and communication strategy
- Set up cascade communication
- Shaping the handover process for future leadership
Result
After six months, communication is on a new footing: processes are clear, management has been strengthened and the team is working independently and proactively.
The new manager can tidy up – or grow into the role with support.
The interim assignment ends – the effect remains.
(Photo from Brands&People on Unsplash)