Typically interim roles range 3-9 months, however once we supported the role for 12 months.
The length is determined by the needs and desires of the agency as well as the current hiring climate.
We work with you and your budget, typically costing what your agency will pay the next executive director.
If you’d like a quote during your discovery call, please have your last two 990s and current annual budget prepared to share with us.
The first thing we do is talk to board members, staff, and any other key stakeholders – lots of immediate needs and long-standing problems come out of those conversations. We’ll prioritize that list and start implementing changes.
Some of those changes will need to be saved for your new executive director, we’ll make sure those are “t-ed up” for them.
The most common work-on’s are communication, policies and procedures, and funding streams.
Yes, we do both.
Change management and interim executive director are two distinct roles, but they both play important roles in organizations.
Change management refers to the process of planning, implementing, and managing organizational change. Change management professionals help organizations effectively transition from one state to another by analyzing the impact of change, communicating the changes to stakeholders, and providing support to employees during the transition.
An interim executive director, on the other hand, is a temporary leader who is brought in to lead an organization during a time of change or transition. An interim executive director provides stability and continuity of leadership, and is responsible for overseeing the day-to-day operations of the organization, managing staff, and executing the organization’s strategic plan.
While change management and interim executive director roles both focus on managing change within an organization, they differ in their specific responsibilities and areas of focus. Change management professionals are focused on the process of change, while interim executive directors are focused on providing leadership and direction to the organization during a specific period of time.
We prioritize your goals and set objectives accordingly. Goals that we regularly are asked to help with include but is not limited to:
If you are new to executive leadership, we’d love to talk to you ASAP. Our CEO was in leadership in her late 20s – very early! She is passionate about working with anyone at any age walking into leadership for the first time.
We start with asking you to reflect on what is making you feel nervous, where you feel under-equipped, and/or what is making you feel overwhelmed. We’ll create goals and objectives to bolster you in those areas.
If you are an experienced leader, executive, or board member, we’d like you to jump on our calendar to hear where you need strengthening, support, and/or accountability.
We’ve found that experienced leaders tend to either lean into the technical aspects of their work OR they lean into the coaching aspects of their work – leaving room for growth in the other that we can help with.
Also we find that experienced leaders enjoy having a sounding board with emerging issues – within the agency or culturally. We are here for that.
Let’s do a consultation call, we’ll write up a proposal for your board to consider at their next meeting. There are typically follow up questions, which we are happy to answer for a final decision at the following board meeting.
We have also attended board meetings to answer questions on the fly, we find this helps meet a more urgent timeline.
We have no placement or management fees.