PROTECT CONTINUITY
interim executive leadership™
Continuity when leadership cannot wait.
A critical vacancy, transition or decline in performance requires more than someone to fill a seat. We step in with a senior mandate, make decisions and give managers and teams a clear direction.
Your hotel cannot wait for its next permanent leader.
A critical vacancy, transition or decline in performance calls for experienced leadership. We step in with a clear mandate, make decisions and give managers and teams direction while daily operations continue.
Up to 45 minutes · confidential and without obligation
Up to 45 minutes · confidential and without obligation
Role
Interim GM, COO or Operations Director
Focus
Continuity, team and performance
Start
Subject to availability
OpenYourHotel
Calm in leadership.
Control in operations.
Experience
25+ years Hospitality
Level
GM · COO ·
Operations Director
Reach
Netherlands and Europe
Assignments completed for organisations including:
Continuity when standing still is not an option.
WHEN INTERIM LEADERSHIP
THE FIRST WEEKS
Stability first. Structure next.
We quickly establish the key risks, people issues and performance facts. We protect daily operations, clarify decision rights and set a small number of priorities. Urgent issues do not wait for an extensive plan.
LEADERSHIP CONTINUITY
A vacancy is not always the real problem.
Interim leadership can be the right response when a departure, transition or acute pressure threatens decision-making and operational stability.
01
Leiderschapsvacuüm
Besluiten, prioriteiten en escalaties blijven liggen.
02
Abrupte overgang
Een vertrek, crisis of transitie vraagt direct bestuurbaarheid.
03
Complexe opdracht
De organisatie heeft tijdelijk zwaardere ervaring nodig.
Interim Leadership is appropriate when departure, transition or urgent pressure threatens decision-making and operational stability. The role may involve full temporary responsibility or an operations role supporting an existing GM or executive team.
We protect guest experience and team stability, clarify responsibilities and focus on the decisions that matter most now.
Continuity when standing still is not an option.
WHEN INTERIM LEADERSHIP
THE FIRST WEEKS
Stability first. Structure next.
We quickly establish the key risks, people issues and performance facts. We protect daily operations, clarify decision rights and set a small number of priorities. Urgent issues do not wait for an extensive plan.
LEADERSHIP CONTINUITY
A vacancy is not always the real problem.
Interim leadership can be the right response when a departure, transition or acute pressure threatens decision-making and operational stability.
01
Leiderschapsvacuüm
Besluiten, prioriteiten en escalaties blijven liggen.
02
Abrupte overgang
Een vertrek, crisis of transitie vraagt direct bestuurbaarheid.
03
Complexe opdracht
De organisatie heeft tijdelijk zwaardere ervaring nodig.
Interim leadership can provide the right support when a departure, transition or acute pressure threatens effective decision-making and operational stability.
Temporary leadership. Lasting structure.
We build a workable management rhythm, clear accountability and a more consistent guest experience. Managers receive practical support; ownership gains visibility of decisions, progress and risks.
THE FIRST WEEKS
IN THE OPERATION
First stability. Then structure.
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Authority, meeting structure, critical risks and daily management are clarified immediately. The team knows who decides, what takes priority and how issues are followed through.
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The review goes beyond reports. It includes the hotel floor, guest feedback, team dynamics, current projects, financial variances and critical dependencies.
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No long list of isolated actions. The focus is on the issues with the greatest effect on guest experience, employees, control and performance.
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Daily and weekly routines are designed so that decisions, actions, owners and deadlines remain visible.
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From day one, the organisation is made transferable, with current information, clearly defined risks and a realistic first agenda for the permanent successor.
We quickly establish the principal risks, people and performance issues. Urgent matters receive immediate attention. With the client sponsor and management, we agree a limited set of priorities, the authority required and a practical rhythm for follow-through.
We then connect operational decisions to guest experience, team capacity and financial performance. Managers receive practical support; ownership gains visibility of progress and decisions requiring attention.
Temporary leadership. Lasting structure.
From GM to operations leadership.
The assignment may involve interim General Management, Operations Leadership or leadership through a transition. Mandate, presence, reporting and handover are agreed in advance.
LASTING VALUE
LASTING VALUE
THE RIGHT ROLE
The assignment ends with a stronger operating system.
A strong interim assignment does more than keep the hotel running. It leaves the organisation demonstrably stronger.
A strong interim assignment does more than keep the hotel running. It leaves the organisation demonstrably stronger.
01
Decision-making:
clear authority and escalation routes.
03
Management rhythm:
reliable priorities, reporting and follow-through.
05
Progress:
practical implementation on stalled or overdue matters.
02
Continuity:
protection of guest experience and team stability.
04
Risk management:
attention to operational and financial risks, with specialist expertise engaged where needed.
06
Handover:
preparation for permanent leadership.
THE RIGHT ROLE
An assignment shaped around urgency and context.
01.
Interim General Management
Full temporary responsibility for hotel operations, the team, guest experience and performance within the agreed mandate.
02.
Interim Operations Leadership
Focused reinforcement of operational leadership when the General Manager remains in place, but capacity, structure or implementation strength is insufficient.
03.
Transition Leadership
A defined assignment around an opening, repositioning, change of operator, management handover or performance recovery.
Scope, presence on site, reporting line and decision authority are agreed explicitly in advance.
De exacte oplevering volgt de opdracht, maar maakt voortgang, risico’s, eigenaarschap en overdraagbaarheid altijd zichtbaar.
MANDATE AND ENGAGEMENT
Interim General Management
Interim Operations Leadership
From General Management to operational support.
01
02
Temporary responsibility for operations, people, guest experience and performance within the agreed mandate.
03
Transition Leadership
Stronger operational direction where the GM remains in place but capacity, structure or implementation needs support.
A defined engagement around an opening, repositioning, operator change, leadership handover or operational recovery.
Scope, presence on site, reporting line and decision authority are agreed explicitly in advance.
CONTROL AND HANDOVER
HANDOVER
We build the handover from day one.
From day one, we work on what remains.
Decisions, risks, KPIs, priorities and responsibilities are made visible and transferable throughout the assignment. The successor receives context, structure and a clear initial agenda.
Deliverables reflect the engagement. Where relevant, they include a management scorecard, action and risk tracker, regular updates and a handover plan with accountable owners and follow-up commitments.
The assignment ends with clear owners, a manageable agenda and a careful transfer to the permanent leader or existing team. Improvements can then continue after we leave.
Ingmar Sloothaak combines more than 25 years of hospitality experience across commercial, operational, general-management and regional roles. His experience covers independent hotels, international groups, openings and complex transitions.
EXPERIENCED LEADERSHIP
Experienced in the boardroom. Close to daily operations.
“First stability. Then structure. Then growth.”
INGMAR SLOOTHAAK | FOUNDER OPENYOURHOTEL
PRACTICAL QUESTIONS
Clarity before the start.
The assignment begins only when scope, mandate, reporting line and expectations are clear.
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This depends on availability, location and the commitment required. The start date is confirmed once scope, mandate and practical arrangements are agreed.
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The duration reflects the situation and the handover required. We agree review points to assess commitment and progress.
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Not necessarily. We can take temporary responsibility or strengthen the existing leadership team.
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Intensity and presence reflect what the operation needs and what is practically achievable.
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Yes. We can stabilise operations while ownership or a search partner selects the permanent leader.
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Fees depend on scope, mandate, intensity, location and duration. An initial conversation is followed by clear indicative guidance.
PROTECT CONTINUITY
PROTECT CONTINUITY
THE NEXT STEP
Protect continuity today. Build what will be needed next.
Protect continuity today.
Tell us what is happening, what mandate is available and how quickly support is needed. We will personally assess the appropriate form of involvement.
Protect continuity today. Prepare for what comes next.
Up to 45 minutes · confidential and without obligation.
Up to 45 minutes · confidential and without obligation.
Up to 45 minutes · confidential and without obligation
Discuss the situation, authority required and preferred start period. We provide clarity on fit, availability and a workable engagement.