Beware the “Accidental” Interim
When done thoughtfully and deliberately, engaging a new leader is a transformational exercise that propels the organization toward long-term success. At other times, the organization might find itself with an “accidental Interim” on hand.
Who’s an “accidental” interim? A person whose skill set doesn’t match the current needs of the organization. They might be immensely talented and extremely qualified but simply not the right fit for the needs at hand.
What causes an organization to hire an accidental interim?
Rush to hire
In its haste to ensure the position doesn’t remain vacant, the search committee didn’t perform the necessary due diligence. The immediate needs of the organization (say, to address a financial situation or complete a systems conversion, or to launch a new program) might differ from its longer-term requirements. It is essential for the leadership to ask “what’s needed now?” and hire accordingly. This might mean engaging an interim person with the skills needed in the short term, and finding a different person to lead for the longer term after the short-term situation has been addressed
Recycle the old job description
Rare is the organization that hasn’t been profoundly affected by world events in the last several years. Does that job description reflect remote work? Emergency preparedness? The organization will be well-served by conducting a thorough analysis of the job description to see how closely it parallels the day-to-day workings of that role.
Find a clone of the incumbent
“But everyone loves (insert name here)!” That may be the case but, just as everyone brings their own strengths to the job, the incumbent can never be 100% replaced. Asking a new person to “be” that person will likely set them up for failure.
The departure of any employee, particularly a senior one, will stress and disrupt the organization. Tempting as it may be to get someone in place as quickly as possible, the organization will be much better served by taking an intentional, deliberate approach to finding the best candidate who can address the current needs of the organization.
