When the Unexpected Happens: A Conversation on Interim Leadership and Succession Planning
We never expect the phone call.
We never imagine the meeting where everything shifts.
But the truth is: organizations are always one transition away from crisis.
In September of 2023, Dress for Success Tampa Bay lost their long-serving Executive Director, Katie McGill, unexpectedly. Her passing shook the foundation of the organization because Katie wasn’t just a leader. She was the heartbeat of a community.
I had the honor of serving as the interim Executive Director in the wake of that loss. And in Episode 78 of the Leaving Well Podcast, I spoke with three of the board officers who guided Dress for Success through that transition. Judy, Laurell, and Tanya shared with me openly and generously about what it really takes to lead through grief, uncertainty, and change.
The Crisis No One Plans For
Katie had been with the organization for 17 of its 25 years. Her leadership was woven into every part of the mission, operations, and identity of Dress for Success Tampa Bay. Losing her didn’t just create a vacancy it created a vacuum.
The board was suddenly faced with two enormous tasks: mourning the loss of someone they loved and finding a way to ensure the organization’s mission could continue.
That’s when they chose interim leadership.
Rather than rushing into hiring a replacement, the board paused. They prioritized healing, continuity, and intentionality. They decided that their next hire didn’t need to be forever. They needed next. And that distinction gave them space to breathe.
“Interim leadership doesn’t just buy time. It offers clarity. And succession planning isn’t about predicting the future. It’s about stewarding it.”
Why Interim Leadership Matters
As I stepped into the interim role, I knew this wasn’t just about holding things together or steering the ship during a typical leave of absence. It was about honoring what had been built and helping the board begin envisioning what could come next. What I found at Dress for Success Tampa Bay was a board ready to dig in. To get clear. To do the work of governance, not just management.
Together, we talked about more than just operations. We tackled legacy, transition, assessment, and communication. We addressed the emotional realities of losing a leader and the logistical work of sustaining a nonprofit. And we made space for a new chapter, one grounded in the strong foundation Katie had left behind.
What Boards Need to Know
There were so many takeaways from this conversation, but one thread ran through everything: succession planning can’t wait.
Like Judy shared in our conversation:
“It was on our strategic plan in 2023 and in 2024, but we never quite got to it. Not until it became urgent.”
That’s the case for so many organizations. Strategic planning gets filled with what’s urgent, while the important work of preparing for transitions falls lower and lower on the list. Until a moment comes and it will come when you’re suddenly navigating grief, confusion, and a thousand unanswered questions.
Here’s the truth: interim leadership doesn’t just buy time. It offers clarity. And succession planning isn’t about predicting the future. It’s about stewarding it.
Lessons in Leadership and Letting Go
One of the most moving parts of this conversation was hearing how the board embraced not only my leadership as an interim, but also the opportunity to grow themselves.
They began reshaping their understanding of what it means to be a governing board. They revisited the line between operational and strategic responsibilities. And they named that this transition was a wake-up call, not just to change how they operate, but to evolve into what they called “Dress for Success 2.0.”
They were willing to grieve, to pause, and to dream again. And that takes courage.
If You’re a Board Member, Executive, or Nonprofit Leader:
Start the conversation now. Don’t wait for a crisis to consider how your organization might handle loss, retirement, or transition. Identify what makes your culture unique. Clarify the values that guide your hiring decisions. Take stock of your internal systems and knowledge transfer.
And know this: interim leadership isn’t a sign of weakness. It’s a strategic step that can offer breathing room, stabilize a shaken organization, and begin preparing fertile ground for new growth.
“Progress rarely happens without change. Even in the most unfortunate circumstances, there’s always something we can grow from.”
If you're navigating your own leadership transition, or simply want to start preparing your board for the future, listen to Episode 78 of the Leaving Well Podcast: “The Power of Interim Leadership and Board Readiness During Transitions.
And if you're curious where your organization stands, take the Leaving Well Assessment to discover your Transition Readiness Archetype and get personalized insights you can act on today.
Because while we can’t always predict when change will come, we can be ready to meet it.