Giving Compass’ Take:
• Writing for The Bridgespan Group, Jackie Eder-Van Hook of Transition Management Consulting Inc. discusses the positives of leadership transitions, including independent assessments and trying a new style.
• How many of the benefits listed would apply to foundation or nonprofit executives? In what ways can NGOs make sure their missions stay on track when a new person takes the helm temporarily?
A nonprofit organization that loses a top leader (e.g., chief staff officer, CEO, executive director, executive vice president) faces an anxiety-producing situation even under the best circumstances. But losing an executive without a succession plan in place can be particularly agonizing. In such a situation, a nonprofit’s board may feel forced to begin an immediate search for a new executive without reflecting on how it might best fill the short-term gap to give it time to consider the organization’s longer-term future.
The relationship often is most beneficial when an organization is ready to look critically at the organization and willing to make necessary changes
In many ways, interim executives provide much-needed support when an executive leaves unexpectedly or when the board and staff need fresh perspectives on how to take the organization forward. The relationship often is most beneficial when an organization is ready to look critically at the organization and willing to make necessary changes. This allows the board, staff, and interim leader to apply their collective talents preparing the organization for regular long-term leadership. It also is advisable that the interim doesn’t have a stake in the organization and isn’t a candidate for the full-time position, so he or she can objectively help the organization navigate any potential issues, such as internal political challenges, and offer an honest assessment of the organization and its potential to reach short- and long-term goals.
Read the full article about the benefits of interim management by Jackie Eder-Van Hook at The Bridgespan Group.
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