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The Opportunity of Interim Leadership

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The Opportunity of Interim Leadership

When needed, IES Interim leaders are willing to take actions that a permanent hire will often be slow or reluctant to undertake. 

Since they derive no personal, long-term benefit from their actions and recommendations, they are free to hear and process multiple perspectives on the organization’s current situation and act quickly, in partnership with the board, in the best interest of the nonprofit and its mission. They also provide input as to the structure of the organization and the characteristics needed in the nonprofit leader who will fill the role permanently.

While it is tempting to select an internal candidate with a view to getting through a transition quickly and cost effectively with minimum disruption, a professional interim leader brings objectivity, calm, trust and best practices that prepare nonprofits and their stakeholders to thrive.

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Automate work activities that absorb 70% of employees’ time today
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Maximizing the Opportunity

Whether planned or unplanned, transitions in nonprofit leadership provide a narrow window during which the organization can reassess:

  • The VISION of the nonprofit Board

  • The SUSTAINABILITY of the nonprofit’s business model

  • The CULTURE and COMMITMENT of the nonprofit’s staff

  • The IMPACT for the intended beneficiaries of the services being offered by the nonprofit

An effective nonprofit interim leader can:

IES brings insight, continuity, and values-driven support to Boards and nonprofits.

Uncover issues that the board may be unaware of, so as to provide a better platform to build on

Provide an objective assessment of where the organization stands in all facets of operations and governance

Establish short-term priorities that are needed to stabilize and strengthen the nonprofit

Empower and support the nonprofit’s leadership team and staff to implement those priorities

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Why Choose IES

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When needed, IES Interim leaders are willing to take actions that a permanent hire will often be slow or reluctant to undertake. 

Since they derive no personal, long-term benefit from their actions and recommendations, they are free to hear and process multiple perspectives on the organization’s current situation and act quickly, in partnership with the board, in the best interest of the nonprofit and its mission. They also provide input as to the structure of the organization and the characteristics needed in the nonprofit leader who will fill the role permanently.

While it is tempting to select an internal candidate with a view to getting through a transition quickly and cost effectively with minimum disruption, a professional interim leader brings objectivity, calm, trust and best practices that prepare nonprofits and their stakeholders to thrive.

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Internal candidates often make sense when:

  • A strategic plan is in place and being followed

  • The operations of the organization are effective and turnover is low

  • The ED has paved the way for the next leader by distributing key responsibilities and building leadership capacity

  • The vision for the organization going forward is well established and the board is functioning smoothly.

Professional outside interim candidates make sense when any of the following exist:

  • The board has operational or sustainability concerns

  • The prior ED either had a long tenure and is associated with the organization’s identity or was ineffective in some capacity

  • The future vision for the organization is not well establish

  • Internal staff may wish to be considered for the permanent role.

Considerations when selecting an interim leader?

Facing a leadership change doesn't have to be overwhelming. With IES by your side, you can approach the transition with confidence, knowing that you have expert support every step of the way

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