When an organization is going through a leadership transition, one of the questions that is useful for them to consider is whether they would be well served to have an interim before they hire the new executive director.
There are many reasons to consider hiring an interim before launching into the full search process. It is especially useful after a founder or a long-term executive director (generally anything more than 7 years). Hiring an interim creates some space. It allows people to more naturally move through the phases of transition. By creating some separation between the former executive director and the new leader, the organization – staff and board -- can start separating the organization’s identity from the former long-term executive director. An interim director brings fresh eyes and can question how things are done. An interim director does not have the same stake in the outcome as a new executive director and thus can take some risks.
Time to evaluate
An interim helps facilitate conversations about former leader’s strengths and gaps. The organization can then celebrate achievements, identify what parts of the legacy should be preserved, and also start to do things differently. An interim often is able to identify hidden staff talents and potential. The interim director sometimes will also provide a bridge to new executive and even continue as mentor, helping with entry and a successful launch.
Interim directors have the space to “tell the truth” to the board. They will likely conduct an organizational assessment. They can be very helpful with addressing key organizational issues, including cleaning up messes. By taking this action in an interim period, it can better set the new executive director up for success. This allows the new executive director to come in and focus on the future.
Avoiding the accidental interim
Hiring an interim leader helps slow things down. By doing so, the board and staff have the time and space to think strategically and do a thorough search process. Too many organizations rush into a new hire. The new executive director comes in but does not last long because the organization was not fully ready to accept a new person. The quickly departing new executive director thus becomes an ‘accidental’ interim director. You will be better served with being intentional about this and gaining the benefits on an experienced interim.
There are consultants who specialize in taking interim roles. Many have been executive directors in the past. Many have been interim directors multiple times. Because of the benefits this brings, the field has now expanded to include interims for all the C-suite roles. While it may seem expensive in the short term, this option has many long-term benefits.
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