Interim ManagementTraditional men’s club?

A few days ago, our Marketing Manager Teresa, who works from Fuerteventura, had the opportunity to meet our new partner Sarah Samson in person on the island. The meeting was not only a great opportunity to get to know each other, but also to discuss exciting topics that are currently affecting or will affect the interim market.

One topic of the interview: Why does interim management often still feel like the domain of “old white men”?
What needs to be done to move towards diversity, new perspectives and modern ways of working.

Diversity instead of uniformity

The classic image of the interim manager – older man, suit, tie, crisis manager – is long outdated. The reality in 2025 looks different: The industry and the needs of clients will become more diverse.

More and more women, young talents and people with different cultural backgrounds are entering the interim market and bringing a breath of fresh air. This change is more than overdue, as companies are not just looking for experience – they need creative, flexible solutions and innovative approaches.

Companies have long since anchored diversity in their corporate objectives. This is also reflected in the demands placed on interim managers.

Projects are increasingly revolving around future topics such as digital transformation, sustainability and diversity – and this is precisely why a diverse team of interim managers is needed.

New Work in Interim Management

Interim management today also stands for a modern and agile lifestyle. Freedom, flexibility and personal responsibility play a central role. Interim managers are increasingly deciding for themselves which projects they accept and when and where they work. This offers the opportunity to adapt work to life phases and individual needs. Many use this flexibility to schedule time off between intensive phases of work – be it for further training, travel or time with the family.

The change in the interim market clearly shows that it is no longer just about the classic role models. Rather, the focus today is on people who provide new impetus through their diversity and help companies to develop sustainable solutions.

At F&P AG, we are convinced that diversity is a success factor. Teresa and Sarah’s meeting on Fuerteventura is an example of how important and inspiring it is for people from different backgrounds and at different stages of their lives to exchange ideas – both professionally and personally. And even the strong wind couldn’t stop us from talking about the future of interim management together.

Together, we want to actively shape change in the interim industry and provide new impetus.

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