When thinking about managing a transformation project it’s easy to focus on the start – the early excitement of getting the right people in place and setting goals. But the real test comes when the project moves from its planning phase into full execution, and the long road ahead starts to take its toll. Keeping the right people in place is absolutely crucial if you want to ensure the project’s success, and that’s where retention becomes a game-changer.
Imagine this scenario: your project has been going smoothly. The right team, a sound strategy, and the momentum is building. But then, out of nowhere, you lose a key player. It could be the project manager, a lead engineer, or a business analyst – someone integral to the day-to-day operations of the transformation. The ripple effect is instant. What happens next? You lose continuity, you lose expertise, and the project has to be recalibrated. Even worse, the new person who steps in won’t be able to get up to speed immediately. They need time to understand the project’s history, the relationships, and the nuances of the work already completed. If this happens too many times, the project starts to drift. And believe us, we’ve all seen it before: the ‘revolving door’ of leaders who come and go. By the time you’re on your third or fourth project lead, the team’s energy is sapped, and the goalposts have shifted.
The challenge of retaining key members is particularly difficult in transformation projects because of their complexity and long durations. These projects are often a marathon, not a sprint. They evolve as they progress, and this means the team’s skill sets need to evolve too. At the beginning, your project might be heavy on strategists and senior planners. But as the work moves into execution, you’ll need more technical experts, data scientists, or change managers to meet the new challenges that arise. In this dynamic environment, people need to be brought in at the right time. This is where extension comes in – you might need to extend contracts, bring in new talent, or adjust the team’s composition to suit the project’s changing needs. And yet, it’s all too common for businesses to forget about the importance of retaining the right people through this phase. When you lose key players, you risk the project spiralling into delays, frustration, and additional costs that could have been avoided.
Getting the right leadership in place is no easy task. It’s a challenge to find someone who not only fits the technical requirements but can also gel with the team and understand the wider vision of the project. But it’s an investment worth making. If you’ve managed to secure the right leader, the one with the vision, communication skills, and technical expertise to carry the project through its lifecycle, then you’ve got something valuable. These leaders don’t just steer the ship; they keep the team motivated, help resolve issues when they crop up, and keep everything aligned with the broader strategic goals.
That’s where interims can be worth their weight. If a transformation project has stalled, lacks some of its initial direction or momentum, or perhaps the team needs a fresh perspective to break through the impasse, bringing in interim leadership at this point can be a breath of fresh air. They bring with them a wealth of experience, not just from the industry but from other transformation projects they’ve led. They offer that critical outsider’s view, which can help reframe the project and get it back on track. Of course, it’s essential to find the right interim – someone who can integrate with the existing team and hit the ground running without causing disruption. Specialist recruiters can provide tailored support at this stage. They’re the ones with access to those hard-to-find candidates, the ones who are ideally suited to step into a project that’s at a crossroads and take it forward. They have the network and the expertise to source talent that isn’t just available but is also the perfect fit for the unique requirements of your project.
Ultimately, transformation projects are complex, and there’s no one-size-fits-all solution. But understanding the importance of retention, extension, and bringing in the right leadership at the right time, can mean teams stay strong, projects stay on track, and the results are worth the investment. The key is balance. And when the going gets tough, remember that the right leader, backed by the right support, can turn things around – just don’t let the revolving door catch you out!
If you’re in need of specialised recruitment support, Malikshaw Interim & Executive have a wealth of experience in sourcing candidates who can step into critical roles and make an immediate impact. They’ve built a strong reputation for connecting businesses with top-tier leadership talent that can help transform projects and drive them to successful completion.
Have you experienced good practice in managing talent through a transformation project? Or perhaps you’ve faced challenges with retention and leadership changes? We’d love to hear your insights and experiences – feel free to share them with us!
