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Nonprofit interim leadership strategy is becoming essential as organizations face CEO retirements, founder exits, leadership fatigue, and urgent succession decisions. Joan Brown, COO of Third Sector Company, explains how interim leadership can help nonprofit boards move beyond crisis hiring and use transition as a business-strengthening opportunity.

Joan frames the conversation around four powerful words: purposeful, methodical, profound, and transformational. Each word helps nonprofit leaders rethink what should happen between one leader leaving and the next leader stepping in.

Rather than treating interim leadership as someone “keeping the lights on,” Joan describes it as a structured process that prepares the organization for long-term leadership success. As she says, “The purpose is to right set the organization for its next leader.”

This episode is especially valuable for nonprofit boards, executive teams, funders, and managers who are navigating CEO succession planning, founder transitions, leadership burnout, or executive search readiness. Joan explains why many organizations need an intentional pause—especially after a long-term or legacy leader leaves. Without that space, the next leader may inherit unresolved culture issues, unclear priorities, board confusion, or outdated operating systems.

A key business insight from the conversation: Third Sector Company’s average interim placement is about nine months, because meaningful transition work requires assessment, alignment, stakeholder participation, and organizational readiness.

Joan also challenges nonprofits to think in 90-day planning increments, rather than relying only on three- to five-year strategic plans. This shorter planning rhythm can help organizations focus on immediate priorities while still preparing for the future.

As Joan puts it, “Let me as an interim deal with the things that aren’t working so that when you invest in hiring a permanent person, it’s going to work for them.”

For nonprofit professionals, this conversation is not just about interim executives. It is about governance, culture, operations, staff structure, board courage, and the discipline required to make leadership transitions count.

Key Takeaways:

Interim leadership should move the organization forward, not simply protect the status quo.

A transparent assessment creates a shared reality for boards, staff, funders, and stakeholders.

Average interim placements may take around nine months because succession readiness is deeper than hiring.

Founder and legacy leader transitions often require space before a permanent successor can thrive.

90-day planning cycles can help nonprofits respond faster while staying mission-aligned.

Transformation may show up through governance, pay equity, culture, mission clarity, or stronger hiring readiness.

 00:00:00 Welcome to The Nonprofit Show
00:02:06 What Is the Third Sector?
00:03:55 Interim Leadership Beyond the CEO Role
00:06:05 Word One: Purposeful Leadership Transition
00:09:02 Why Interim Placements Take Time
00:10:37 Word Two: A Methodical Transition Roadmap
00:13:53 Why Every Interim Engagement Needs Assessment
00:16:45 Founder and Legacy Leader Transitions
00:19:03 Word Three: Profound Processes That Change Organizations
00:20:00 The Power of 90-Day Planning
00:22:29 Why These Ideas Matter for All Leaders
00:23:23 Word Four: Transformation Through Interim Leadership
00:26:03 Preparing the Organization for the Next Permanent Leader
00:28:01 Why Board Members Study Interim Leadership

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