Myth No. 1: Interims have a disadvantage because you're not "from here". ​
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I hear it all of the time:

• You're not from here, so how would you form relationships?
• How much do you know about our specific mission and community?

In my opinion, being an outsider isn't a limitation—it's actually where the value begins. Fresh eyes from an interim leader surface opportunities and address challenges that have become normalized within your culture. Not only that, but the best interim leaders also function as method actors. Trust me, your community won't know that your really great interim has only been with the org for a few weeks! Not only that, but for 85% of my interim clients, I travel 1-2 times per month to be onsite with the team, and the rest of my work is delivered remotely -- and it's impactful!
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​Myth No. 2: An interim simply is a "rear end in the seat", holding the ship steady. ​
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Strong interim leaders focus on scorecards and transformation, not just steadiness. We work to establish clear metrics, transparent dashboards, and decision frameworks (gosh, don't get me started on decision making in orgs) that respect governance boundaries while driving progress, and staying mission focused.
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​Myth No. 3: An interim can't be a bridge builder.
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The most valuable interim work actually takes place when there's disconnect between board vision and organizational capacity. As an objective third party, powerful interims can deliver hard truths and translate between perspectives without the baggage of internal politics.

Not all interim leaders share my same opinions and frameworks, and ... not every organization is positioned for interim success! Red flags that I keep an eye open for when taking on interim client orgs include:
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🚩 Power hoarding
🚩 Inability / unwillingness to delegate
🚩 Absence of clear strategic priorities
🚩 Budget gymnastics
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The most successful engagements function as a well-structured relationship: consistent, confidential, and focused on alignment. Interim leadership isn't just about filling a vacancy—it's about transforming a gap into a launching pad for your organization's next chapter.
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💡 What questions do you have about making interim leadership work effectively?
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While my 2025 calendar for Interim ED / CEO work is now fully booked, we still have space for folks ready to begin work on succession plans, or who want to plan ahead for 2026 (whether that's because your org has upcoming sabbaticals or planned leaves).

​Check out our website, or hit reply and let's chat.