Interim management during times of change. 

Transitional leadership on a selective and limited basis in times of:

  • Restructuring of law firm practice(s) and/or marketing and business development teams.
  • Law firms/legal service providers requiring propulsion to spark and/or accelerate project momentum.
  • Mergers — from pre to post — when experience, expertise, trust and confidentiality are paramount to successful completion.
  • Planned and crisis leaves of top-level management.
  • Executive management departures.


This type of consulting work is handled as a term engagement, and depending on scope and duration, may be arranged on a retainer, flat fee or project basis.

A number of business situations can result in the need for interim management. Circumstances may include, restructuring, crisis management, sudden and planned departures, managing change or transition, mergers, acquisitions, and project management.

Being well-practiced in these situations, I can usually be in place within days, integrate easily, and engage effectively and with speed.

I often bring skills and knowledge not otherwise in place, and am able to address a specific skills gap or problem. This enables me to make a positive impact from the outset that helps to maximise a firm’s experience and results in a successful engagement. Easily able to ‘hold the fort’, my strength and value is fully realized while working under challenging and stressful conditions when situations are turbulent and decisions are difficult.

My skills, experience and expertise also act as an accelerant to propel projects and deliver an outcome or solution that provides a meaningful return on investment while mitigating risk.

Being independent enables me to contribute honestly and in the best interest of the firm without constituting any threat to current management and other team members. While my independence provides objectivity, I take my client’s success to heart. Therefore, my goal is to always leave the firm in better circumstances.

Interim management engagements vary in scope and encompass change management, gap assignments, project management, and turnaround management. However, each engagement tends to follow the stages of entry, listening/learning, diagnosis, engagment/agreement, implementation, and exit.

When approaching the conclusion of an engagement, I ensure that objectives have been met and the firm is satisfied and comfortable. At this juncture, knowledge transfer and coaching are usually provided along with lessons learned.

This may conclude an interim management engagement, however I am usually able to provide occasional ‘ad hoc’ consultancy to ease a smooth transition. Also, due to gaining unique knowledge and insight on the firm, I am often re-engaged on a follow-on assignment or consulting arrangement.