Won't we be better off just moving quickly to hire a permanent executive?   Some organizations are so well managed and resourced that they can begin an executive search without delay. There is a danger, however, that moving into an executive search too quickly could result in selecting the wrong successor.

For an organization, the departure of an executive creates a sense of crisis and a desire to fill the position quickly. A time of crisis is not a good time to make important decisions. It may be unwise to begin the executive search process before the organization and the people in it have had a chance to work through both operational and emotional issues, such as anger, sadness, grief, remorse, regret, disappointment, or abandonment. If these issues are unresolved, they may affect the executive search process and the length of next executive's tenure. A professional interim executive can help the organization deal with these issues as well as see a different type leadership and management style.
The transition period between executives is a time ripe with possibilities for creativity and change. Every organization can improve its operations. A good interim executive skillfully assesses operations and working relationships and then resolves or prepares the issues for the next executive. A professional interim executive works with the staff and board to create a positive climate of expectation and readiness for the successor executive.