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When faced with a vacancy in the leadership role, organizations sometimes find that an interim is the best solution, enabling a thoughtful and comprehensive search to take place while continuing to move the organization forward. Certain conditions may call for an interim or acting executive while the search is underway for a permanent appointment.

WHEN TO CONSIDER INTERIM LEADERSHIP:

If there is an unexpected loss or sudden departure of a leader, a Board will often appoint an interim, allowing time to reflect and organize a search process.
When replacing a founder or long-term leader, appointing an interim allows time to for the staff and community to disengage and prepare to welcome the next leader.
When search processes in specific fields (i.e. Education) are governed by a specific calendar that does not align with the existing timeline.
If there is an absence of consensus on organizational direction or on what skills and experience are needed in the next leader.
When there is a recognized need to build systems or processes, bring change, or effect a turnaround in an organization that is experiencing serious problems. External interim leaders can bring specialized skills to address specific areas of need.
If an executive director needs to take a leave of absence.
If there is capacity and bandwidth in the executive team, elevating a senior leader into an acting role can provide a period of mutual exploration for consideration of a permanent appointment.

WHY CONSIDER INTERIM LEADERSHIP?

An interim can provide stability in transition, particularly for an organization in turmoil.
An externally hired interim can bring a fresh perspective and provide an objective, unbiased assessment of the organization.
Interim leaders can bring different strengths and skills than a long-term leader.
An interim can focus on priorities identified by the board and act with a sense of urgency.
An interim can calm the waters and improve morale following disruption or change.
An interim leader can make sensitive personnel changes that could be problematic and even damaging for the next permanent leader.
An interim can help the board prioritize.
An interim can serve as a mentor to their successor and position them for success.

An interim executive director can do more than serve as a placeholder. With clear direction from the board, the appropriate executive can provide seasoned leadership, stability, and objectivity, bring a sense of calm, or carry out challenging objectives. An interim solution can provide a bridge and help position the next leader to be successful.