A divided team and resistance to change

A team without leadership and direction

A middle manager had lost control of their team. The team, made up of experienced
employees with strong wills and established ways of working, clearly resisted
change. The pandemic had also changed work methods. Many chose
when and if they came into the office themselves. There was a lack of structure,
community, and direction, which affected both the work environment and productivity.

Clear leadership and tough but necessary decisions

Our interim consultant was brought in to lead the team during a
transition period. By being present, clear, and consistent, the consultant quickly built security and trust. She saw and acknowledged
the employees, while also being clear about expectations and boundaries.

A key action was the decision to terminate an employee's contract. A difficult but necessary step for the team to move forward. The consultant also managed to turn around the work culture and get the majority of employees back to
the office.

A new way of working and an extended assignment

After just a few months, a clear change was noticeable. The team worked more focused, communicated better, and had an increased presence in the office. Towards the end of the assignment, the consultant actively participated in recruiting her successor and handed over a secure and stable team to a new manager. The client contacted us just over a year later with a similar assignment and the question: "Can we get the same help again?"

When temporary expertise creates lasting impact

This case shows how an interim consultant can bring professionalism and objectivity to sensitive situations. By acting without a history or internal loyalties, our consultant could make business-oriented decisions and truly create change. The interim solution also gave the organization space to recruit calmly, without losing momentum in operations.