Leadership change is an increasingly common aspect of nonprofit organizational life. According to research cited by the AECF Executive Transitions Monograph Series Volume 2, each year one in ten nonprofits goes through a leadership transition.
While not all organizations in transition require an Interim ED, research and practice to date [per CompassPoint study] suggest that those groups that do use an interim ED emerge stronger, more financially sound, and with high levels of optimism about the future impact of their agency services. The use of interim EDs represents a powerful capacity-building strategy, one that nonprofits should carefully consider when addressing the challenges of their next leadership transition.
Additionally, organizations transitioning from volunteer to paid staff can be aided by an interim ED to put systems in place, such as financial management, personnel policies, and procedures, board governance policies, donor tracking, help the board let go of day-to-day management duties, and help lead the search for a permanent ED. Determining the skills needed for the position.
Organizations in transition should look at this period as one of pivotal
Sudden loss of a leader – possibly founder leader.
Departure defined leader – succession plan in
place includes hiring of interim ED.
Organization in transition to first full-time
paid executive leader.
Interim ED’s work encompasses:
Keeping fundraising goals on track
Monitoring program operations
Attending to normal board needs
Attending to staff anxieties
Extra communication with wary funders and other supporters
Helping the board keep up with its transition and search duties
Making any repairs needed in agency systems
Creating excitement about fresh possibilities in the organizations future
We can provide the bridge to the next leader – allowing you the time to make the right hire and prepare the organization for the next era.