The time of transition is a strategic opportunity
The time of transition is a strategic opportunity
Even under the best of circumstances, losing an influential leader in a Life Plan Community can be a traumatic experience. The transition is stressful for Board leadership. Residents, prospective residents, major donors, and senior leaders might all experience anxiety and fear. Life Plan communities work hard to gain and keep the confidence of these stakeholders, and transition is a time that can be fraught with uncertainty.
Even under the best of circumstances, losing an influential leader in a Life Plan Community can be a traumatic experience. The transition is stressful for Board leadership. Residents, prospective residents, major donors, and senior leaders might all experience anxiety and fear. Life Plan communities work hard to gain and keep the confidence of these stakeholders, and transition is a time that can be fraught with uncertainty.
Whether losing a much-loved leader or ending a less than successful tenure, it may seem that hiring with all due haste is the obvious course of action. But the opposite might actually be true.
Whether losing a much-loved leader or ending a less than successful tenure, it may seem that hiring with all due haste is the obvious course of action. But the opposite might actually be true.
The time of transition is a strategic opportunity. Hiring an experienced professional who has made transitional consulting their life’s work and does not have an interest in getting the job provides the organization with many strategic benefits. Here are 6 of the most important:
The time of transition is a strategic opportunity. Hiring an experienced professional who has made transitional consulting their life’s work and does not have an interest in getting the job provides the organization with many strategic benefits. Here are 6 of the most important:
1. Bring confidence and calm to stakeholders: Hiring an Interim with many years of both industry and leadership experience will instill confidence to senior staff, residents, donors, and Board members. The interim will know how to listen, when to act, balance moving forward with not going too far, handle problems, build relationships, and communicate to stakeholders effectively.
1. Bring confidence and calm to stakeholders: Hiring an Interim with many years of both industry and leadership experience will instill confidence to senior staff, residents, donors, and Board members. The interim will know how to listen, when to act, balance moving forward with not going too far, handle problems, build relationships, and communicate to stakeholders effectively.
2. Provide needed space between leaders: No matter if the previous leadership was revered or unpopular, having time between leaders is of great benefit to the organization. It can be a time of communal grieving and loss, or it can be a time of relief and lingering distrust. Either way, a highly relational Interim, skilled at listening and calming, can help the next leader have a more effective beginning. Many religious denominations don’t just suggest an interim between ministers—they require it. Space between leaders helps a community heal.
2. Provide needed space between leaders: No matter if the previous leadership was revered or unpopular, having time between leaders is of great benefit to the organization. It can be a time of communal grieving and loss, or it can be a time of relief and lingering distrust. Either way, a highly relational Interim, skilled at listening and calming, can help the next leader have a more effective beginning. Many religious denominations don’t just suggest an interim between ministers—they require it. Space between leaders helps a community heal.
3. Provide time to make the best hiring decision: When a leader leaves, or announces their departure, time suddenly becomes of the essence. There is a desire to move quickly. With a skilled Interim in place, the pressure to act is lessened and calm heads can prevail. No one wants the next leader to become an unintentional Interim due to a rushed search process.
3. Provide time to make the best hiring decision: When a leader leaves, or announces their departure, time suddenly becomes of the essence. There is a desire to move quickly. With a skilled Interim in place, the pressure to act is lessened and calm heads can prevail. No one wants the next leader to become an unintentional Interim due to a rushed search process.
4. Unbiased and Honest Organization Assessment: An Interim with deep industry knowledge will be able to provide the governing body a complete and honest organization assessment based on their experience and knowledge of the industry. This might be the Board’s only opportunity to have such unbiased feedback. Because the Interim’s job is finite, he/she can provide honest feedback of the organization’s finances, marketing, hospitality, health services, amenities, and leadership.
4. Unbiased and Honest Organization Assessment: An Interim with deep industry knowledge will be able to provide the governing body a complete and honest organization assessment based on their experience and knowledge of the industry. This might be the Board’s only opportunity to have such unbiased feedback. Because the Interim’s job is finite, he/she can provide honest feedback of the organization’s finances, marketing, hospitality, health services, amenities, and leadership.
5. Governance Assessment: Often, it is the CEO who has the most influence as to whether good governance practices are in place or not. An experienced Interim can assess the Board’s governance practices and make recommendations based on industry best practice.
5. Governance Assessment: Often, it is the CEO who has the most influence as to whether good governance practices are in place or not. An experienced Interim can assess the Board’s governance practices and make recommendations based on industry best practice.
6. Strategy Assessment: Strategic planning is best left for new leadership and Board. However, the organization assessment can provide important information as to trends and implications the Board should consider.
6. Strategy Assessment: Strategic planning is best left for new leadership and Board. However, the organization assessment can provide important information as to trends and implications the Board should consider.
Hiring an Interim CEO or Executive Director is an important decision. The Interim Leader’s values and personality should align with the organizational culture and values. Interim leaders should be able to seamlessly integrate into the existing culture. Clearly defining expectations and establishing regular and effective communication before the engagement begins will help ensure a positive experience for both parties.
Hiring an Interim CEO or Executive Director is an important decision. The Interim Leader’s values and personality should align with the organizational culture and values. Interim leaders should be able to seamlessly integrate into the existing culture. Clearly defining expectations and establishing regular and effective communication before the engagement begins will help ensure a positive experience for both parties.