In today's busy and noisy world how do you stand-out and get noticed for who you are, what you can do? In this episode, I sit down with headhunter Nick Diprose to discuss a profoundly simple yet often overlooked strategy: authenticity. Join us as Nick explains why your CV is just the beginning and how building a genuine, personal brand can transform your career, allowing you to connect with recruiters and clients on a much deeper, more effective level.

I am very pleased today to be in conversation with Nick Diprose.

Nick started his career with British Steel working in large infrastructure projects, and has spent  the last 20 years growing professional services businesses.  He founded Holdsway in 2013 with the goal of promoting interim executives as the ‘expert game changers’ of the economy.  Nick is a familiar guest on the podcast, his previous episode is one of the most popular called “Negotiate your day rate”.

·       The CV as a Starting Point: Nick clarifies that while a clear and well-written CV is essential, it's merely a starting point. In a "busy, noisy world," a professional needs to go beyond the resume to truly stand out.

·       Defining a Personal Brand: A personal brand isn't just a name or your last few assignments. It's about a person's identity: who they are, what drives them, what they do, and how they do it. It's a "you brand" that helps others instantly recognise what you stand for.

·       Relationships Over Transactions: The conversation highlights a common misconception among interims that the recruitment process is a transactional, numbers game.  Nick argues that a successful approach is built on relationships and mutual investment. Recruiters are busy people, but a proactive interim should seek to build a genuine connection rather than just tick boxes.

·       Nick offers concrete and practice advice for interims. He emphasizes the need to know yourself first, understanding your motivations for being an interim and your core value proposition. This self-awareness allows you to be clear, confident, and genuine when engaging with recruiters. He encourages interims to be prepared, proactive, and accessible, focusing their efforts on a select group of recruiters who align with their style and market.

·       The Benefits of Building Relationships: The tangible benefits of investing time in relationships with recruiters include expanding one's network and gaining access to opportunities faster. Nick also highlights that these relationships are a two-way street; a good recruiter will invest in you, helping to refine your CV and providing valuable feedback, while you should also invest the time to get to know them.

·       Authenticity and Consistency: The episode concludes with Nick's core message: be you. He advises that a person's brand should be their authentic self—"warts and all"—and not a polished, inauthentic facade. Being genuine helps a person attract the right work with the right people at the right rate. Nick asserts that if you're not authentic, you're "acting," and this can lead to unfulfilling work.

Referenced: Tony Martin, Robert Cooper, Al Hall, Tim Fulton, Mark Cooper, Kevin Paterson.

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In this inspiring episode, we chat with Tim Mattos, who recently made the courageous leap from a 14-year career as an IT Director at Aldi to the dynamic world of interim leadership. Discover what it takes to transition from a long-term successful permanent role to a flexible, high-impact interim career, and how embracing uncertainty can lead to incredible personal and professional growth. Tim's insights on rediscovering confidence, navigating challenges, and the unexpected joys of independent work will leave you re-evaluating your own career path. Tune in to learn why fortune favors the brave and how you can increase your "surface area for luck" in your own professional journey!

Tim has recently become an Interim, he's just completed his first assignment after it was extended.  Previously he was an IT Director at Aldi where he worked for 14 years.  It's a huge achievement to make such a transition from being a long-term permanent employee to being an Interim and it demonstrates Tim's determination, agility, flexibility and courage.  With the new experiences fresh in his mind, I'm looking forward to a colourful and fascinating conversation.

• Seeking Entrepreneurship and Flexibility: Tim realized that he was no longer a natural fit for Aldi’s evolving shape and that it wasn't authentically him.  He wanted to be entrepreneurial and wanted a flexible future where he could leverage his 20 years of operational leadership.  A key attraction to the interim world was the opportunity for accelerated learning through diverse exposure and repeated experiences across different organizations and sectors.  Thinking of the interim role as a "next chapter" rather than a final destination helped unblock the decision-making process.
• Reframing Skills: Tim quickly realised that his long tenure at Aldi had already equipped him with extensive experience in leading transformations; he just needed to reframe his existing skills for the interim market.  He had to build an external professional network from scratch, a process he thoroughly enjoyed and found crucial for success in the interim world. Similarly he had to tackle the administrative work of setting up a limited company, registration, insurances, and managing periods between assignments, all of which are foreign to permanent employees.  Inwardly, the transition was about rediscovering lost confidence and backing himself. Tim found immense empowerment in having a client rather than a boss, which allowed him to set boundaries, speak more plainly, and stand by his opinions.
• Embrace Challenge and New Experiences: Tim's love for challenge, new experiences, and curiosity, makes him a natural fit for the interim lifestyle.
• The Vast Market for Interims: Tim realized the sheer size and dynamism of the job market, particularly the 80% comprised of SMEs, where significant opportunities for interims exist.
• Increasing Your "Surface Area for Luck": Success in landing interim roles comes from being the right person with the right skills on the radar of the right people at the right time. Proactive networking and being prepared for opportunities are crucial.
• Agility and Decisiveness: Interim professionals need to be super agile, able to move fast, understand their financial implications and make quick decisions with available information.
• Emotional Resilience: Closing contracts and handing over to permanent hires can be emotionally challenging, as it means becoming no longer needed, and it is helpful to recognise that it is a sign of successful completion of an assignment.

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What if we told you that one of your greatest assets isn't just your skills, but your confidence? Join us as we sit down with Lauren Curry a global voice on confidence as a tool for personal transformation. 

This episode is packed with insights for anyone looking to amplify their impact, especially those navigating the unique challenges of interim roles. Lauren will share actionable strategies on building self-trust, leveraging visibility as economic power, and challenging outdated notions of what confidence truly means.

• Confidence is a Muscle: A central tenet of Lauren's philosophy is that confidence is a muscle to be built and stretched through practice, rather than an innate personality trait. She defines confidence as self-trust – trusting one's ideas, voice, experience, and the ability to recover from mistakes.  She highlights that confidence comes in "all volumes" and can be quiet, kind, or gentle.
• The Importance of Introspection and Progress Tracking: Lauren advocates for regular reflection as a crucial aspect of growth. She shares her personal practice of a weekly "meeting with myself" to document achievements and learnings. 
• Visibility as Economic Power and Personal Branding: A powerful theme is Lauren's assertion that "visibility is economic power" and that "good work alone is not enough." She urges professionals, particularly interims, to actively and deliberately build their personal brand, likening oneself to a "product." Key strategies for branding include:  Showing up where target audiences are (LinkedIn, podcasts, panels, etc.); Having a clear, memorable headline or theme for what you're known for; Sharing work in progress and learnings openly and starting to build a reputation before it's needed, as it serves as a "runway" for future opportunities.
• The Cost and Reward of Independent Operation: Reflecting on 15 years of self-employment, Lauren describes being an independent operator as the "most expensive confidence exercise you'll ever do," due to financial uncertainty, unseen effort, constant self-promotion, solitary decision-making, and continuous risk-taking. However, she emphasizes that the reward – freedom, ownership, and personal growth – is immense.

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Today we’re focusing on career longevity, and talking with an interim with an incredible track record of over 20 assignments in the UK and Australia.  Lynn Thomas talks about resilience, energy, adapting, and resilience. If you're curious about a career that offers constant challenge, huge diversity and variety, and the flexibility to align with your life, this episode is going to be very interesting.

• Qualities of a Successful Interim: Lynne emphasizes that an interim professional is a "problem solver" and "connector," akin to an "emergency physician" or "paramedic" for organizations. Key qualities include resilience, diplomacy, confidence, and humility. She shares how she developed these attributes, likening it to "building muscle" through diverse experiences.
• Navigating Challenges and Building Trust: The conversation touches on the inherent challenges of interim work, such as walking into unfamiliar and sometimes hostile environments. Lynne stresses the importance of building trust with managers, especially when they might feel nervous about an outsider. She highlights the ability to provide clarity amidst confusion and see what internal staff might miss.
• Finding Assignments and Networking: Lynne discusses how the landscape for finding interim roles has evolved. While traditional agencies still exist, she now heavily relies on her network, reputation, referrals, and platforms like LinkedIn to secure new assignments.
• AI's Impact on the BA Role: Lynne shares her practical use of AI as a "personal assistant."  She emphasizes that AI does not yet replace high valuable human capabilities such as curiosity, emotional intelligence, understanding organizational politics, facilitating workshops, or mediating conflicts.

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Have you ever wondered what it takes to parachute into a company on the other side of the world and turn it around? Imagine navigating entirely new cultures, building trust from scratch, and making critical decisions far from home. In this episode, we're joined by Jonathan Selby, a international interim manager with two decades of experience, from the bustling factories of China to the nuanced family businesses of Italy. Jonathan pulls back the curtain on the unique challenges and immense rewards of global interim work, sharing invaluable insights on everything from cultural resilience to building unshakeable trust. If you're curious about a career that thrives on change, or simply want to understand the dynamics of international business, you won't want to miss this! Tune in to discover why Jonathan likens it to 'interim on steroids'..

Jonathan is an experienced international interim and chairman of The International Network of Interim Manager Associations.  INIMA supports cross border collaboration to advance the Interim Management profession and facilitate the exchange of knowledge between Partner Associations.   Jonathan has been an Interim for 20 years including assignments in China, USA, UK and Italy where he lives.  Jon welcome to The Interim.

Jonathan emphasizes that international interim management is "normal interim on steroids" due to its faster pace, greater delegation, and the need for intense personal commitment. He highlights the critical importance of a strong personal network for securing assignments in markets like Italy, where direct provider channels are less effective. He stresses the need for interims to be project creation-oriented, defining the scope, progress, and handover of their assignments from the outset.

A significant portion of the discussion focuses on the cultural and personal challenges of international interim work. Jonathan outlines key personal attributes required: resilience, curiosity about different cultures, and a robust support network. He explains that international assignments demand excellent communication skills, the acceptance of greater delegation, and a wider range of responsibilities due to often limited local resources. Crucially, he advocates for a strong ethical compass, as international interims sometimes need to challenge corporate headquarters on behalf of the local entity. Practical personal considerations, such as managing increased leisure time, travel, and long weekends, are also discussed.

Specifically regarding working in China, Jonathan underscores the importance of being an excellent listener and understanding "what they don't say." He highlights the effectiveness of visual tools (like lean techniques) and the immense value of building trust and coaching local teams. Simple gestures, like allowing time off for Chinese New Year train bookings or improving canteen food quality, can drastically reduce turnover and foster dedication. He reflects on the difficulty of truly understanding another culture, humorously noting his 35 years of marriage to an Italian wife, yet still being surprised.

The conversation then shifts to the challenges of interim management in Italy and similar Southern European markets. Jonathan points out the smaller market size compared to Germany and the UK and its fragmentation, with typical clients being companies with fewer than 100 employees. Many Italian businesses are first or second-generation family-owned, meaning interims often deal directly with entrepreneurs who are more emotionally attached to people than investments. Jonathan observes a remarkable level of dedication and pride in work among Italian employees, often staying for decades even in non-meritocratic, family-run structures.

Jonathan concludes by advising aspiring international interims to assess their character, competenc

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Today, we're talking to an interim who’s got 18 years of Interim experience and, now in his late 60s, has got wisdom and experience for us all to enjoy.  We are going to debunk some myths and misconceptions about the interim lifestyle, and reveal a fundamental secret of getting assignments. Get ready to challenge your assumptions and discover what truly drives purpose in the dynamic world of interim work.

Tony Martin is a Transformation Programme Director.  He has led major business change programmes in many large multinational companies in the public and private sectors and in many geographies.  I was going to list the change programmes and clients he has worked with but the list got too long.  He's known for his ability to "pull rabbits out of hats," and is currently working at Ineos.  

This is my summary of that conversation with Tony Martin

Debunked some familiar misconceptions about the interim life: 

o   "Work When You Like": Tony refutes this, even though he's been almost consistently employed for 18 years he says that the breaks between assignments are not a holiday, they too have a purpose of recharging and finding the next assignment.

o   Market Fluctuations: While there are perceived quiet periods (summer, Christmas) and busy ones (April, September), Tony stresses that urgent needs mean that opportunities can arise any time of the year. Interims must always be "ready to go."

o   "It's All About Your Network": While networks help, Tony highlights that 11 of his 13 jobs came through agencies, who effectively handle his business development.

Not Limiting Your Market: Tony's advice was to know your strapline or market proposition (his was "I run large complex change programs”) and then advises interims to: 

o   Be sector agnostic.

o   Be open to any geography.

o   Be willing to work on-site if the client requires it, as they are paying the invoice.

o   Avoid the "day rate trap." While having a rate range is important, being flexible for "really interesting" roles can open up more opportunities.

"Rediscover Your Relevance" Business: Tony, with a colleague, has launched a business that helps interims refine their skills, get back into the market, or pivot their careers. Key offerings include mastering strap lines and elevator pitches, LinkedIn and recruiter secrets, resume development, and interview coaching.

Motivation and Purpose: At 69, Tony continues to work because he loves what he does, maintains a strong business edge, and enjoys navigating how organizations tick. He describes this as his fundamental sense of purpose.

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This podcast talks about a top priority for every interim.  Are you clear what your distinct value proposition is, your professional product is, what you can do for a client?  It’s what you do really well and there are people out there who need it.  You know it, recruiters know it and clients hear about it too.  That’s your superpower and it’s the way to find work as an interim.

I am very pleased to be in conversation with David Estyn-Jones.  David is a very experienced Interim, he leads Transformations and Change programme.  His key strengths are keeping things simple, focusing on the right things and building collaboration.

Summary.

·       Journey into Interim. David shares his journey into interim work, highlighting how his project and mission-focused background (including 10 years as an army officer) made it a natural fit. He emphasizes the appeal of variety, adventure, and the thrill of the unknown, noting that experience actually enhances an interim's employability.

·       Lessons learned: David reflects on what he wishes he knew earlier, including the importance of organising your limited company, defining your value proposition, clearly articulating what problems you solve and why you are special, rather than chasing any available work.

·       Continuous professional development: Actively pursuing learning and development, as it's easy for this to fall by the wayside in an interim career.  While interim roles offer inherent learning through exposure to new sectors and ways of working, David stresses the importance of continuous development. He highlights how the interim life pushes professionals to constantly evolve, contrasting it with a potential stagnation seen in permanent roles. 

·       Finding assignments and building your brand: David explains that work comes from a mix of recruiters and networking.  He advises be visible, maintain an active presence on LinkedIn, clearly define your "product" – what you do, the problems you solve, and what makes you unique.  Cultivate Relationships with recruiters and ensure your network understands your value.

·       The Interim Temperament: David emphasises that successful interims are comfortable with uncertainty, embracing the unknown and adapting to diverse work environments.  They are capable of selling themselves and actively seeking new opportunities.  And they know when an assignment is complete and are willing to inform the client, even if it means moving on to an unknown next step. This integrity is part of the premium interims charge.

I hope you’ve enjoyed this episode of The Interim.  Our purpose is to give you thoughts, feed your curiosity, and energise you for professional success.  Go well.

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What are the 7 habits of highly effective interims?  Today, we're diving deep into the very DNA of what makes an interim truly effective.   We're talking about the unspoken, the invaluable, those habits that truly set apart the highly effective among us.

I am very pleased today to be in conversation with Ben Cowan.  Ben is Head of Practice for Business Transformation at Eton Bridge and has 2 decades of interim recruitment experience.  Eton Bridge is a leading interim management firm, head quartered in the UK and has made placements in 35 countries.  They are known for their people-first culture built on respect, care and building long-term relationships.

This podcast episode pays homage to Stephen Covey's seminal 1989 work, "The 7 Habits of Highly Effective People," a book that revolutionised self-help and business.  I’ve asked Ben to reflect on the 7 Habits of Highly Effective Interims.

1. Character Traits: Effective interims are confident (not arrogant), impactful, proactive, likable, reliable, and dependable. These qualities are crucial for quickly integrating into new organizations and gaining trust. Ben emphasizes that these traits are rarely visible on a CV but are paramount in real-world interactions.
2. Communication: Clear and effective communication is vital. Interims must be able to put people at ease, reassure clients, and deliver messages effectively at all levels – from the C-suite to the "shop floor." Ben talks about the ability to storytell and paint a clear picture of change or difficult messages.
3. Skills and Experience: While not the only factor, being an expert in one's field and having a unique selling proposition (USP) is critical. The best interims are known for something specific ("what are you famous for?"). It's not just about having the skills, but how they are conveyed and the tangible results achieved (e.g., using "I owned," "I delivered" rather than "I was involved in").
4. Resilience: Interims often enter ambiguous and challenging situations where they are constantly being judged. Adaptability and resilience are key to navigating these environments, challenging the status quo, and accepting situations that may not be ideal. The ability to maintain an "inner strength" and stand behind one's professional opinion, even if it's not immediately accepted, is crucial. Being a problem-solver is also a significant aspect of resilience.
5. Outcomes and Results Focus: Highly effective interims are laser-focused on delivery and achieving strategic outcomes. They bring solutions, are decisive, and operate at pace, often needing to "break eggs to make an omelet" in order to achieve the desired results. Remaining calm under pressure is also linked to this habit.
6. Behaviour When Not in a Role: This habit focuses on how interims manage their time and relationships between assignments. It involves the "art" of gently prompting providers (e.g., quick texts, LinkedIn messages, occasional catch-ups) without being pushy or pestering. It also emphasizes patience, knowing one's worth, and not appearing desperate. Maintaining personal networks and avoiding one-sided relationships is also highlighted.
7. Sharpening Your Saw: The final habit is about continual learning, staying relevant, and evolving one's skillset. This includes staying at the forefront of industry trends, especially in technology, and actively engaging in thought leadership and peer conversations to keep fresh and adapt to the changing business landscape.

I hope you’ve enjoyed this episode of The Interim.  Our purpose is to give you thoughts, feed your curiosity, and energise you for professional success.

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Are you an interim professional looking to not just survive, but thrive? Join us as we sit down with a very experienced interim sharing his journey from PwC partner into Interim, giving advice about building a successful interim career, prioritizing well-being, and embracing the evolving landscape of fractional.  This episode is about the secrets to sustained success!

Mark Lockton is the founder and CEO of a niche technology consultancy company providing real-world advice to large international clients, basing this on his long career of Interim CIO and CTO roles, as well as senior roles in the big 4 consultancy firms.   

• Much of our conversation was about how we develop our careers, our craft, and how we manage ourselves.  Mark emphasized that becoming a successful executive is a learned skill, acquired through experience.  Interim roles offer a unique opportunity to gain experience across a wide variety of companies and industries, building a broad "tool bag" of skills and insights.  And so Mark has honed his craft - we are always learning.
• Mark highlights the demanding nature of interim roles and shares a powerful lesson from a "partner survival course" at PwC: the importance of establishing "non-negotiables" and boundaries. For him, this means working hard through the week but strictly no work on weekends or during holidays.
• Mark foresees a growing reliance on fractional and interim resources, especially for companies that need senior expertise in areas but cannot afford a full-time hire.
• Mark has great insight into both Interims and the Big Four Consultancies, having been a partner with them).   He noted that many Big Four consultants lack as much real-world, client-side experience as Interims who have "been there, done that," offer practical, experience-proven solutions.

I hope you’ve enjoyed this episode of The Interim.  Our purpose is to give you food for thought, feed your curiosity, and energise you for professional success.  Go well.

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Are you sure you’re charging your correct day rate?  As an interim executive, setting your day rate can feel like navigating a minefield.  It’s difficult to know.  Head-hunters, client expectations, and the big question, 'What am I actually worth?'  Join us as we pull back the curtain on interim pricing. We’ll talk about how to respond, when to respond and what your response says.

I am very pleased to be in conversation with Nick Diprose.  Nick started his career with British Steel working in large infrastructure projects, and has spent  the last 20 years growing professional services businesses.  He founded Holdsway in 2013 with the goal of promoting interim executives as the ‘expert game changers’ of the economy.  

·       Value over Price: Nick emphasizes that the conversation should start with understanding the client's needs and the value the interim can bring, rather than immediately focusing on price. Interims offer a solution, we’re not a commodity. 

·       Have a Range, But Don't Lead with Price: While it's crucial to have a day rate range in mind, revealing it too early, before understanding the assignment's complexity and scope, can be detrimental. Listen first, then position your value. 

·       Confidence is Key: Projecting confidence in your value is essential. Asking head-hunters what they think you're worth undermines your position as an expert. Know your worth and be prepared to state it (within a range).

·       Market Awareness: The Institute of Interim Management survey can offer some guidance. Experienced recruiters can also provide insights into market rates. 

·       Negotiation is Part of the Game: Pricing is often a negotiation. Don't be afraid to aim high initially, understanding that there might be room for slight adjustments. A price inquiry often signals genuine interest. 

·       Focus on the Right Work: Ultimately, securing the right assignment that aligns with your skills and career goals is an abundant life, even if it means slightly adjusting your rate within your acceptable range.

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