5 Essential Insights for Navigating Leadership Transitions
Understanding the Delicate Balance of Change Management and Organizational Stability During Interim Leadership Periods
In 2024, I accepted a unique opportunity to become the interim Executive Director of a Denver visual arts nonprofit dedicated to helping people discover their creative spark. Their Executive Director was going on a one-year sabbatical, and the Board needed someone to fill in. I jumped at the chance to help.
The nonprofit had a team of 30 people—including full-time and part-time staff, instructors, and studio assistants—which operated like a well-oiled machine of creativity and delight. This Dream Team of dedicated artists and art enthusiasts truly embodied the organization's mission in a collaborative, healthy work environment. Their reputation in the community is exceptional; I was walking into a healthy work culture, which I recognize was very fortunate.
Their mission resonated with me as I understand the healing power of art firsthand. Years ago, while undergoing chemotherapy for ovarian cancer, I felt lost and alone. A pottery class became my sanctuary—the only place where my troubled mind found peace. I could immerse myself in the creative process as I shaped clay, and my cancer worries would fade. Though my creations weren't masterpieces, that didn't matter. Those two hours each week gave me a precious reprieve from the chaos of my life.
Stepping back into the interim Executive Director role for the first time since 2017 felt like riding a bike, and I embraced the opportunities and challenges head-on.
This growth experience gave me several valuable insights that interim or new leaders may leverage.
Learn the new role as quickly as possible
I prepared by reading “The First 90 Days” by Michael Watkins. This book will set you up for success in creating a 30-60-90-day plan. For the first month, focus on building rapport and fostering deep trust with the existing team through active listening and transparent communication. Conduct an organizational assessment to identify both immediate priorities and long-term strategic objectives. Learn the budget, get monthly financial reports, and regularly monitor expenses with the leadership team.Board communication strategies
Schedule one-on-one time with each board member and create structured feedback channels for strategic input. Establish and document transparent decision-making processes and approval protocols. Ask what information they want from you at Board meetings.Staff engagement approaches
Assess and measure the current organizational culture to align values and create a roadmap for effective teamwork. We used our proven Culture CARES process. Hold weekly team check-ins to celebrate wins, align priorities, and drive tactical progress. Be transparent about organizational goals and challenges.When conflicts arise—and they will when you stay somewhere long enough—listen deeply to each other without judgment and engage in restorative conversations, ideally facilitated by a neutral third party.
Community partnership & fundraising
Introduce yourself to community partners early on and provide consistent outreach and relationship nurturing with current funders, donors, and prospects. Open new avenues of funding where possible. Set up project management software to track grants and partnership opportunities.Create sustainable change
Before implementing any changes, clarify whether you are serving as an interim or long-term leader—this distinction significantly impacts your authority to make lasting organizational changes. Assist future leadership by building a “playbook” documenting the top 20% of processes that create 80% of the work. On your way out, establish a transition plan and provide strategic recommendations to help the incoming leader succeed.
In this role, I experienced a common challenge—feeling connected to my colleagues and direct reports while navigating the natural separation inherent in this leadership role.
When you build psychological safety with the team, amazing things become possible. Research confirms this is essential for fostering innovation, inclusion, and high performance.
Yet even when you work diligently to create safety for everyone, leadership carries an inherent boundary. The organizational hierarchy means some team members may never feel comfortable discussing specific issues, no matter how welcoming you try to be.
Human dynamics are complex and nuanced. Differences of opinion will arise, but collaboration will be smoother if we keep the conflict around ideas and do not make them personal.
Today, I coach Executive Directors to help them succeed in leadership and life. One of my clients recently said she feels like all the staff members are peers to each other, but she is on a ledge separated from the pack. The result is it “feels lonely at the top,” a common saying for a reason. It often feels true.
What I've learned about leadership and organizational culture lately is that leaders must maintain their focus on what truly matters to employees—feeling valued, appreciated, and respected. This is the foundation of everything.
Serving as interim executive director for an entire year gave me new tools and renewed my motivation to help EDs feel less stressed, overwhelmed, and burned out.
It can feel lonely at the top, but when we can come together, we ease that burden and carve a path for personal well-being and organizational health.