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Assessment
Assessment

The first phase of working with an interim director for your nonprofit begins with an assessment and diagnosis of your current state.

Whether you are a new organization that needs its first interim director or you need one to step in until a new director is found, an interim director can help transform your nonprofit into one with a sustainable future.

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Implementation
Implementation

After a thorough assessment, it’s time for implementation, which consists of planning, intervention, and succession.

In the planning phase, it’s time to put into action the scope of work outlined in the initial phase. A work plan is developed that defines objectives, benchmarks, action items, timelines, and expected outcomes.

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Transition
Transition

This is the final phase of an interim executive’s role and one that will bring great value to your organization for many years to come.

In this stage of the process, it’s time to put to work everything that has been created and implemented so that your organization can find the ideal executive director for your nonprofit,

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After a thorough assessment, it’s time for implementation, which consists of planning, intervention, and succession. In the planning phase, it’s time to put into action the scope of work outlined in the initial phase. A work plan is developed that defines objectives, benchmarks, action items, timelines, and expected outcomes. This plan is extremely important for implementation so it may go through several rounds of refinement.

Next is intervention. This part of implementation is about oversight, cooperation, and governance. It typically includes three main areas of focus:

  1. Achieving operational excellence: The interim director will establish oversight processes and cultivate relationships with prominent stakeholders. Further, the interim director will create policies, procedures, and practices to achieve or continue operational excellence.
     
  2. Facilitating leadership: This facet includes helping your board embrace a co-creative leadership model, which will enable them to best work with an executive director. With a facilitated leadership model in place, you’ll be able to enjoy the nurturing of collaborative skills and tools so that all parties can share their expertise and knowledge in a forum where challenges and goals of leadership can be addressed. By offering leadership such a place for discussion, ideas and inspiration are welcomed and encouraged.
     
  3. Stewardship: With this piece, you’ll be developing effective measures for nonprofit board governance. Policies and procedures will be implemented to ensure sustainability through transitions and that all board members understand their role.

The final part of implementation is succession. With an effective succession plan, you can be assured that you have sustainable leadership for the future. The succession plan will ensure continuity in leadership with well thought out transition plans. The activities for this phase include step-by-step directives, board-approved policies, human resource practices, and strategies for recruiting and retaining executive leadership.

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