While change is always an opportunity, it can also bring uncertainty, and even crisis. Staff are nervous, funders are wary, and the board can get overwhelmed. Transitions are a unique opportunity to assess how your organization is serving its mission, and think about improving your impact. Navigating this period of uncertainty requires the guidance of a trained, compassionate interim leader.

An Interim Executive can calm the tempest and give the board the time and support to make carefully deliberative decisions about the next steps for the organization.

• They are experienced as non-profit leaders with broad knowledge and skills, typically generalists who know how to run day-to-day operations.

• They assess the finances, operations, programs and staffing and uncover any hidden problems

• They can also determine how well the organization is meeting its mission.

• Their focus is stabilization and continuity.

• They are experts at engagement and relationship building. 

• Interims will reassure staff, board members, funders, clients, and other stakeholders that the organization is being managed professionally during the transition.

• They are not a candidate for the job of the long-term director and can provide objective analysis and recommendations without fear of repercussions.

Why not use an existing staff member as an Acting?

• Resentment of other staff who feel they are more qualified or deserving, or who won’t respect the person’s authority for reasons unknown to the board.

• May be a candidate in the search, and not be as forthcoming about issues that could jeopardize their candidacy.

• There may be too much work for the person to effectively do two jobs.

• They may not have the leadership skills for crisis management 

Can a board member fill in temporarily?

Perhaps, but it confuses the difference between governance and management and that can create undesired conflicts of interest. Keeping these functions separate is part of good governance practice. Board members may also lack non-profit management experience or the time to devote to day-to-day operations. 

1. No! While most typically they are placed in executive director (CEO) positions, they can also be Chiefs of Staff, COOs, CFOs, CIOs and other C-Suite positions. I have served as an Executive Director, VP of Operations (COO) and Chief of Staff.  

If the Board is already working with a search firm, they may be able to help find an interim leader. If not, there are a few organizations that specifically help place interim executives and work with boards to help with board governance. Some also can help with the search process for the long-term leader. Two organizations that are worth speaking with are:

The Support Center and Interim Executive Services

Of course, you can also reach out to me. Even if I am not the right person for your organization, I am happy to help you find the right fit.

1. 1. Finding and onboarding an Interim Executive Director typically takes about six weeks, possibly less.
2. 2. Most interims work as contractors, though they could be salaried. Many do not require or seek benefits

3. 3. The typical term ranges from six to twelve months, though it could be shorter or longer depending on the specific circumstances. 

4. 4. A search for a permanent executive director can take up to 6 months. The interim may help the board define the job description and requirements after an assessment is done, and may provide logistics assistance during the search.

5. 5. The interim's term may or may not overlap with the long-term hire once the search is completed.