Charity Digital – Topics – What charities need from an interim CEO

The charity sector is going through a lot of changes at the moment. This makes the role of an interim chief executive especially important – as with the right skills and experience, they can step in and manage change or handle a crisis.

If a permanent CEO steps down from the role, an interim CEO can cover the position temporarily until a new leader is found. Charity recruitment agency TPP says an interim CEO can be appointed “on a short-term basis of anywhere between three and 12 months, to fill leadership gaps while they recruit for a permanent CEO”.

In the past year, charities including the RSPCA, UK Youth, and Shelter have recruited for interim leaders.

Why recruit an interim CEO

When there is a gap in leadership, it can take time to figure out what you need from a new leader and recruit the right person. An interim CEO can lead the charity until a permanent CEO is found.

Recruitment agency Charity People says that an interim CEO can transition quickly into the role and take charge during a crisis or a change of direction. They also have experience of managing internal processes and implementing ideas quickly.

Bespoke HR adds that an interim CEO will have experience of working across different charities, so they will be able to “take over the reins immediately”.

If a charity’s future is looking uncertain, an interim CEO can be a good option. A permanent CEO is unlikely to want to take on a role in a charity that is in crisis. And equally you can’t leave a charity that is unstable without leadership, so an interim leader makes good sense.

Understand the value of an interim CEO

Charity People says that an interim senior leader is “much more than a stopgap while you prepare for a permanent hire”. An interim CEO has an important role to play. They can help a charity to focus on their charitable objective, make important decisions about the future and work out how to move forward.

An interim CEO brings a lot of value. They can provide a different view and perspective on the organisation. They can also support a board of trustees to identify what they need from a permanent CEO and recruit someone.

You may decide to appoint the role of an interim CEO to someone who already works for your charity, or you may decide to recruit externally. Whatever choice you make, here are the skills you should look for when recruiting for an interim CEO.

Strong listening skills

An interim CEO needs to be a good listener so they can quickly build a clear picture of what is going on within the organisation and report back to the board of trustees. This includes finding out what areas of the charity are working well and what can be improved.

Effective communication skills

Strong communication skills are important. An interim CEO needs to engage with staff and let them know plans and what the focus for the next few months will be. If the charity is going through changes, the interim leader needs to effectively articulate these and let staff know what to expect.

Managing relationships with trustees

An interim CEO has a challenging job to do. This includes being able to influence and persuade the board of trustees. Sometimes a CEO and the board may disagree on the future direction of the charity, so the interim leader will need to be able to strike a balance between speaking with conviction and showing people they are willing to compromise.

A strategic thinker

An interim CEO needs to be able to quickly work out what the charity is trying to achieve and identify how it will get there. They then need to implement this quickly. As well as being able to resolve the immediate crisis and stabilise the charity’s operations, an interim CEO needs to be able to strengthen governance so the charity is more resilient in the future.

Crisis management

Willow Charity Consulting says that if a charity is facing a crisis, it’s important to have an interim CEO who can work out the best way forward and get the organisation out of the situation it’s in. An interim CEO needs to be able to understand the context and priorities of the organisation to be able to make the right decisions.

Often an interim CEO is best placed to handle a crisis as they can make tough decisions without the pressure that a permanent leader may feel. Also, a board of trustees may be more willing to listen to feedback from, and make changes recommended by, an interim leader.