If you’restarting from scratch, putting together a strong leadership team usually takes anywhere from six months to a year. That includes finding the right people, getting them properly onboarded and giving them time to build trust, settle in and start delivering real results.

On the other hand, building a team from within can be a great option, especially if you already have some strong talent in place. Promoting from within often speeds things up, as those individuals already know the organisation and its culture. But it’s important to make sure they have the support, development and training they need to step confidently into leadership roles.

The right mix of skills is absolutely key. You want people who can think strategically, communicate clearly and understand the emotional side of leadership. Emotional intelligence might sound like a buzzword, but it makes a real difference, especially when leading through change. It helps create a team that can weather challenges, adapt and move the company forward together.

This is where working with a specialist recruitment partner can really make a difference. At Malikshaw Interim and Executive, we’re proud of our track record in finding and placing top-tier talent, including those hard-to-reach candidates who may not be actively looking but are the perfect fit. We know our industries inside out, and we’re deeply focused on finding individuals who not only tick all the boxes on paper but will genuinely fit and thrive in your culture. It’s not just about getting bums on seats,it’s about putting the right people in the right roles so your business can flourish.

The costs of getting it wrong can be huge. Poor leadership doesn’t just affect performance, it can hit morale, productivity and ultimately the bottom line. Sometimes, it takes a total refresh of the leadership team to get things back on track.

At the heart of all this is people. Change doesn’t happen in a vacuum. It’s people who drive transformation, people who inspire teams, and people who make the tough decisions. That’s why it’s so important to lead with empathy, create space for open communication and make sure your leaders are genuinely invested in the success of others. That’s how you create lasting impact.

When thinking about interims versus permanent staff, there’s no one-size-fits-all answer. Interims are fantastic when you need immediate impact or short-term expertise. They bring fresh perspectives and can hit the ground running. But permanent leaders give you long-term stability, cultural continuity and help shape the organisation’s future. In reality, a mix of both can be the best way forward, especially during periods of transformation.

A good example is a recent project we supported with a tech company going through a major digital transformation. They needed both permanent hires for long-term leadership and interims to bring in new thinking and specific expertise. By carefully selecting individuals who brought the right skills and shared the company’s values, we helped them build a team that drove real innovation and improved efficiency. It’s always rewarding to see that kind of impact.

Building a strong leadership team isn’t a one-off task. It’s an ongoing process that takes time, thought and care. It means getting to know your team, setting clear expectations, encouraging collaboration, investing in development and celebrating the wins along the way. When leaders lead by example and genuinely care about their people, that’s when the magic happens.

What’s worked for you in building your leadership team? Sometimes a fresh perspective or just someone to listen can make all the difference. We’d love to hear your thoughts.