We see it all the time……a CEO leaves for whatever reason, and the volunteers and staff look around at each other wondering how to best fill the vacancy. Especially now, with so many baby boomers on the verge of retirement, it is prudent to do some planning and explore options before the CEO is actually walking out the door. Whether the departure is expected or not, a professional interim executive can play a critical role in the organization’s effectiveness moving forward.

I like the definition that Executive Services Corps in Chicago uses for interims:

“Interim EDs are former executive directors with significant successful track records in nonprofit executive management who are interested in serving in a temporary role to assist organizations facing leadership transition.”

Leadership transition can be a time of turmoil – staff are anxious and unsure of the future, which can cause all types of interesting behaviors and dynamics; you are trying to avoid a pause in forward momentum toward key goals; serious issues could be realized that weren’t apparent before, etc. Exploring alternatives which provide for immediate stabilization is necessary.

Here are some tips to keep in mind when considering interim services:

  • Only hire experienced leaders who are not interested in the permanent position. Otherwise, you could encounter a person who is reluctant to make key decisions for fear of rocking the boat, and other biases may surface as well. A potential candidate may also be more focused on positioning themselves well with the key stakeholders and miss important priorities which need attention.
  • Reconsider if you are thinking of promoting senior staff to an interim role, or asking a board member to step into the spot. First, that poor staff person will be unduly burdened and you’re missing a great opportunity to acquire new ideas from a fresh perspective. Also, too many times we’ve seen volunteers step in who don’t have the necessary skill set, perspective, time, or real inclination to lead the organization. It could also be tricky to move that volunteer back into a strategic role when the interim period is complete. It is rare to see either of these options work well when the goal is to stabilize the operation.
  • Expect and be grateful for an objective perspective which will undoubtedly yield new ideas. It is fairly common that an interim executive will conduct an organizational assessment soon after arrival. The subsequent recommendations should be given serious consideration, even if they seem dramatic. I have yet to see an organization with no problems…..be excited to work with someone who can point them out, and manage the change needed to pave the way to success!
  • Allow the interim leader to be involved in the selection process. Why? Because the knowledge they have from the organizational assessment, and working in the trenches ensures insight to what type of skills, experience, and personality traits are needed to best lead the organization going forward. And take your time – the average search to replace top leadership is six months.
  • Interims don’t work full-time. Usually an interim executive will work 3-4 days a week and charge between $600-$1000 per day, depending on the market, their experience, and your budget. Here’s good news – by choosing an interim, your organization will likely save money. They aren’t receiving benefits, and it is much more costly to make a hiring mistake and then start over with a new search.

Contact me to determine if hiring an interim executive is a good option for you.

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