Over the last few weeks, I have been talking about the role of the interim in a nonprofit organization. I have broken down what an interim does, and does not do. I have talked about the costs, not just to the bottom line, of not having an interim. And I have touched on why a board is sometimes hesitant to consider the interim option.

That brings us to the final question.

Why should an organization want an interim?

Interims Create Breathing Room

When a CEO leaves an organization, it leaves staff, board members, sponsors, partners, members, and other stakeholders with a lot of questions. And in most cases, they want those questions answered quickly.

A strong interim creates space for the organization to breathe before making permanent decisions.

An interim does not pause the organization.

An interim helps the organization stop reacting.

Interims Bring Objectivity

An interim is not tied to old politics, past decisions, internal relationships, or the permanent CEO search. And that distance matters when the board and staff are trying to move the organization forward for the next CEO.

They can listen without being defensive. They can name patterns without protecting turf. They can surface difficult issues without trying to win the permanent role.

The interim is not afraid of addressing the elephant in the room or questioning the sacred cow.

Objectivity is one of the greatest gifts an interim brings to a vulnerable season.

Interims Stabilize Staff

Staff often carry the heaviest weight during transition.

They may be grieving, anxious, uncertain, exhausted, or quietly wondering whether they should look for another job.

A strong interim listens, clarifies authority, sets expectations, gives staff a steady point of contact, and helps them keep moving.

The interim does not just stabilize operations.

The interim helps stabilize people.

Interims Help the Board Govern

During transition, boards can easily drift into operations because they feel responsible for keeping everything together.

A strong interim gives the board a partner who can manage the day-to-day while helping the board stay in its governance lane. They allow the board to stay focused on its key responsibilities: mission, vision, strategy, oversight, and hiring the next CEO.

The right interim helps the board lead without taking over.

Interims Find the Real Work

Sometimes the CEO departure is the issue.

Sometimes it reveals the issue.

A good interim can assess governance, finances, staffing, systems, culture, member value, external relationships, and operational health. That helps the board understand what is truly happening before hiring the next CEO.

The last thing the board wants to do is hire its next leader to solve a problem that has yet to be named.

Interims Prepare the Organization for the Permanent CEO

This is probably the most critical role of the interim.

The interim’s job is not to become indispensable.

It is to make the organization more ready.

That means clearer systems, cleaner handoffs, better documentation, stronger board understanding, stabilized staff, and a more accurate leadership profile for the next CEO.

A successful interim is not measured by how badly the organization needs them to stay.

A successful interim is measured by how prepared the organization is when they leave.

Interims Create a Healthier Handoff

Much like the person remodeling a recently purchased home and then turning the key over to the new owner, the best interim does not just hand the new CEO a set of keys and say, “Good luck.”

They hand over context, priorities, relationships, documents, risks, opportunities, and a clearer understanding of what comes next.

The goal is not simply to fill the gap.

The goal is to make the next beginning stronger.

The Bridge, Not the Destination

The right interim is not the destination.

The right interim is the bridge.

They help an organization move from uncertainty to clarity, from anxiety to stability, and from transition to readiness.

And when the permanent CEO arrives, the interim’s success is not found in how much the organization misses them.

It is found in how ready the organization is to move forward without them.

If your organization is in need of an interim, reach out to Armstrong McGuire and inquire about interim placement services.