Interim Executive Management
Whether you need someone for a few months or longer to provide transformational support during leadership transitions.
There are some transitions that just require an organizations to step back and take a look at all the possibilities. You need time to do that and interim leadership can be the answer.
Work with the Board of Directors to assess the state of your organization, handle day to day operations and set priorities for the future, including conducting a search for the next leader.
Interim Executive Leadership can be helpful for all kinds of transitions both planned and unplanned.
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The expectations for the interim chief executive vary depending on the state of the organization that he or she inherits and the priorities that the board spells out for the interim period. The expectations involve one of the following:
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ï‚· Keep the organization going forward with no major new agendas
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ï‚· Fix a problem(s)
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ï‚· Manage a turnaround
BENEFITS
An interim chief executive can embark upon numerous opportunities that ultimately benefit the incoming permanent chief executive and vicariously alleviate the natural trauma of a transition. The following are among the benefits:
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ï‚· Objectivity. As an outsider, the interim can attack issues and handle situations in a neutral fashion, keeping personal preferences out of the question.
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ï‚· A clean slate. Problems having been solved ahead of time, the permanent chief executive potentially can start fresh and does not have to be seen as the ‘bad guy.’
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ï‚· Consistency. The interim can ensure that all priority projects stay on course during the vacancy. Nothing falls behind during the transition. Continuity is secured.
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ï‚· Stability. If a new kind of a leader is needed, the interim may serve as a shock absorber and pave the way more gradually. This may happen when a founder or a long-term leader has left.
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ï‚· Organization. This is a good time to clean the files and get the office in order for a new person. This is particularly helpful if the vacancy was unexpected.
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ï‚· Staff issues. Staff morale remains more stable when there is someone independent responsible for running the organization. The board has sent a message that the organization is in good standing without its daily involvement.
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ï‚· Time. An interim in place allows the board to do a thorough, unhurried search and ultimately find the right person to manage the organization.
However, it is always wise to look at any transition period as an opportunity. No matter how good the past was, it is possible that something even better is around the corner. An interim chief executive can play a pivotal role in making this happen smoothly.
Sometimes your organization is running at capacity and you and your staff can/t take on one more thing. Perhaps it’s an area of expertise you don’t have internally. Bring and experienced project manager to kick off a new initiative.
Board Leadership
Whether it’s governance or succession planning, there are great resources out there. Don’t re-invent the wheel, take advantage of all that is available for non-profit leadership and create a learning community within your organization.
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Building impactful and engaged boards
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Understanding the roles and responsibilities of Boards
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Develop Strong relationship between the CEO and the Board Chair
Executive Coaching
Prepare for what’s next. It can be hard to focus on the future when the present consumes your time.
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Create goals that align your professional and personal goals and integrates with the vision, mission and
values of your organization.
Helping non-profit professionals increase their capacity for leadership and service through coaching.
Develop leaders in the context of their job.
With experience as both a practitioner and administrator, I recognize the need for strong community
connections and relationship building to confidently lead a project or address broad social change efforts
New service development or project management
Sometimes your organization is running at capacity and you and your staff can’t take on one more thing. Perhaps it’s an area of expertise you don’t have internally. Bring in an experienced project manager to kick off that new initiative.
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With experience as both a practioner and administrator, I recognize the need for strong community connections and relationship building to confidently lead a project or address broad social change efforts.