A divided team and resistance to change

A team without leadership or direction

A middle manager had lost control of his team. The group, consisting of experienced
employees with strong wills and established work habits, showed clear resistance
to change. The pandemic had also changed work practices. Many chose
for themselves when and if they came into the office. There was a lack of structure,
community, and direction, which affected both the work environment and productivity.

Clear leadership and difficult 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 fostered a sense of security and trust. She recognized and acknowledged
the employees’ contributions, while also being clear about expectations and boundaries.

One key step was the decision to terminate an employee’s contract. It was a difficult but necessary move to enable the team to take the next step. The consultant also succeeded in turning the work culture around and bringing the majority of employees back to the
office.

Changes in working methods and an extended assignment

After just a few months, a clear change was evident. The team worked with greater focus, communicated more effectively, and was more present in the office. Toward the end of the assignment, the consultant actively participated in the recruitment of his successor and handed over a secure and stable team to a new manager. The client reached out 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 study demonstrates how an interim consultant can bring professionalism and objectivity to sensitive situations. By acting without any prior history or internal loyalties, our consultant was able to make sound business decisions and drive real change. The interim solution also gave the organization the flexibility to recruit new staff without disrupting operations.