In their article “The Rise of the Executive Super Temp”[1] , Jody and Matt Miller describe the growing phenomena of highly skilled executive level independent consultants in the market.
“Supertemps are top managers and professionals from lawyers to CFOs to consultants who’ve been trained at top schools and companies and choose to pursue project-based careers independent of any major firm. They’re increasingly trusted by corporations to do mission-critical work that in the past would have been done by permanent employees or established outside firms.”
A growing number of articles describe the ongoing change in employment practices that is redefining the nature of elite careers, corporate hierarchies and executive suites.
“Companies follow the talent.” The Millers write, “So as growing numbers of professionals decide that they prefer to work on a temporary basis, organizations are finding ways to work with them. The prevalence of lean management teams, the post-recession drive to cap costs, and the accelerating pace of change combine to make temporary solutions compelling.”
A new workforce that’s a lot more like the artisans of the 19th century
Whitney Johnson[2] writes that “This trend cuts across all demographics.” and that “58% of Boomers (ages 50-66), are choosing independence.” They are exploiting technology to remain engaged while working more on their own terms. The Millers note that the current approach to corporate organization is deeply ingrained, but is really a relatively new, post war phenomenon. In the 19th century, most employment was casual by today’s standards. With changes in behaviour supported by mobile technologies, Harvard labor economist Lawrence Katz says, “you could have a new workforce that’s a lot more like the artisans of the 19th century.”
SuperTemps report being amazed at the bandwidth they have, the focus they can provide and the ease with which they operate free from the “support networks” and administration in larger consulting firms. They also feel more relaxed, engaged and productive in their new environment.
Clients are noting that experienced senior professionals are sometimes easier to bring in than the traditional consulting team of a partner supported by junior associates who do much of the actual work.
Some companies use targeted SuperTemps to run pilot projects and “small bets” to see if they can flourish. Others use a suite of part time executives to round out their team and address tasks that are really second and third priorities for the full time staff.
Peter Drucker, the famous author and innovator in the subject of management theory and practice has said “This is the future of outsourcing,” and has called the trend “Intellectual capital on demand.”
“This is the future of outsourcing, Intellectual capital on demand.” Peter Drucker
The Millers conclude that “In other words, a lot of signs point to a niche market on the verge of breaking into the mainstream. That means you can’t run a company or deal with sophisticated talent today without understanding the rise of SuperTemps.”
The New Executive Suite
We are seeing rapid growth in the number of experienced senior management personnel who are striking out on their own. With the rise of the “SuperTemp”, the post war corporate executive hierarchy is rapidly changing. The need to be nimble, agile, responsive and current is driving CEOs and Boards to find ways to create a broader and more flexible executive team while controlling costs.
If you have a big problem at a corporate level, a complex short term project or a pilot project that needs an experienced steady hand, you need to engage somebody who understands This is not a good time to save money and hire a junior consultant.
There is a growing pool of experienced independent executives ready to help you. Businesses are increasingly rounding out their staff with this temporary high level executive help.
When you do the math, you find that you can build a broader executive dream team at a fraction of the cost of owning one. For the price of one full time executive employee you can have a stable of talent in areas such as; marketing, leadership development, strategy development, social media, communications, technology and innovation, data management & visualization and change management & training.
A team of four or five on-call SuperTemps can cost less than one full time junior executive.
A team of four or five on-call SuperTemps can cost less than one full time junior executive when you consider all costs of employment. They bring skills, tools, best practices, maturity, experience and critically a level of emotional detachment that ensures that they provide you with the honest goods. Furthermore, when you need “all hands” there are more hands available.
The Executive Suite has changed for the better.
Executive SuperTemps …
- Are seasoned experts
- Less expensive per hour
- Easy to hire, and to get rid of
- You pay only for what you absolutely need
- Bring many years of experience
- Bring a bag full of tools
- Are “current” via multiple client engagements
- Are mentors and facilitators
- Readily available via the Internet any time
- Not embedded in your hierarchy – your relationship with them is less complex
- Not a promotion blocker – no threat to staff
- More willing to push back and “tell it like it is”
- Have specialized knowledge and products that are up to date
- They have been in your position
- They have the maturity to help you directly
- Because many specialize, they have probably seen your issues and assessed viable solutions
[1] “The Rise of the Supertemp”, Harvard Business Review, Judy and Matt Miller, May 2012
[2] HBR Blog Network – Independent Work May Be Inevitable, Whitney Johnson, February 19, 2013