Interim and fractional leadership are rapidly becoming essential strategies for organisations facing transformation, disruption, and increasing complexity. In a recent episode of Boardroom Insights, Jason Atkinson, Managing Director at Russam, shared expert insights into how these leadership models are reshaping organisational performance and supporting boards during critical periods of change.

With decades of experience from the UK’s first interim management provider—now a global group supporting organisations worldwide, Jason offers a clear perspective on the growing demand for flexible, high-impact leadership.

What Is Interim Management?

Interim management involves bringing in highly experienced senior leaders on a short-term basis to deliver immediate impact. These leaders are commercially mature, able to hit the ground running, and equipped to address urgent challenges with speed and clarity. They:

• Drive transformation at pace
• Provide stability during leadership gaps
• Deliver strategic projects quickly
• Leave a lasting legacy through improved systems, processes, and capability

As organisations face tighter deadlines and higher expectations, interim leadership offers a powerful solution.

Why Interim Leadership Is in Increasing Demand

Searches for terms such as interim executive, interim leadership, and transformation management have grown significantly in recent years. Several factors are driving this rise:

• Long executive recruitment timelines
• Regulatory and compliance pressures
• Cost constraints and stretched internal resources
• The need for immediate operational and strategic capability

For many organisations, interim leadership is now a core part of workforce strategy rather than a temporary measure.

The Rise of Fractional Leadership

Fractional leadership is an increasingly popular model for mid-market and scaling organisations. These part-time, long-term roles allow businesses to access senior expertise, such as a Fractional CFO, CMO, or COO, without the cost of a full-time executive.

Fractional leaders offer:

• Strategic direction over a sustained period
• Consistent support at a lower cost
• Flexibility as organisations grow or restructure
• High-level expertise that may otherwise be inaccessible

This model is particularly valuable for organisations navigating growth, digital transformation, or complex restructuring.

What Makes a Great Interim Leader?

Jason highlights several characteristics that define exceptional interim and fractional leaders:

• Entrepreneurial mindset – able to identify opportunities quickly
• Resilience – comfortable operating in periods of uncertainty
• Cultural adaptability – integrating seamlessly with teams
• Ability to deliver quick wins – often within the first week

These leaders bring clarity, restore momentum, and strengthen internal capability that continues long after their assignment ends.

Common Risks and How to Avoid Them

Interim and fractional leadership are highly effective when implemented well. The most common risks include:

• Unclear objectives or success measures
• Insufficient stakeholder alignment
• Poor onboarding or communication

By defining clear outcomes and ensuring strong internal support, organisations can unlock maximum value from interim and fractional executives.

The Strategic Value of Interim and Fractional Leadership

One of the standout insights from Jason’s discussion is that interim leaders do much more than fill short-term gaps. They enhance organisational capacity, provide critical leadership during transition, and accelerate high-priority projects that might otherwise stall.

For boards, CEOs, investors, and leaders managing transformation, interim and fractional talent offer a strategic advantage that enables:

• Faster delivery
• Stronger governance
• Greater resilience
• More effective change management

In a landscape defined by rapid change, these leadership models are helping organisations move forward with confidence.

Listen to the full podcast below: