When a founder or long-term executive leaves an organization, especially if their departure wasn’t planned, the loss can be a major factor on team morale and leave a sense of something deeply missing from the workplace.

BoardSource calls this “the hard to follow executive,” and I think that phrasing is particularly apt because it feels like following the performance of a lifetime. How could anyone possibly fill those shoes?

What’s key for your organization in the transition to a new executive hire is to keep things feeling stable and secure, both financially and emotionally. Yes, fundraising. Yes, payroll. Yes external communications. Yes to all of the nuts and bolts that keep a company moving forward.

But also ...

• Yes to grief counselors and other mental wellness support.
• Yes to meetings and sessions where team members can simply share how they’re feeling.
• Yes to a human centered workplace.

In my latest article, I’m exploring the topics of transparency and trust building when an Interim Executive Director / CEO comes into your organization to keep things running smoothly. It’s NOT just about the bottom line, it’s about knowing you can trust this person with your team on a human level too.

Get my take on building a culture of trust and transparency in one of TWO WAYS:

🔎 - Read my brand new article where I share more about my own experiences building trust as an Interim.

🎧 - Listen to Episode 51 of the Leaving Well Podcast: Interim Executive Leadership and Leaving Well, in which I discuss whether or not to bring a Board Member in as an Interim (Nope!) and what to look for to make sure you’re placing the right person in the role.

I posted a poll over on LinkedIn, if you're on that platform and want to weigh in! Would love to hear your thoughts on what you think is the MOST important action to take during a leadership transition.

P.S. Hoping "this email finds you" in a moment where you can take a pause and know that you are appreciated, worthy, and your impact is important!