An interim CEO for boards that need steady leadership now
JTS Empower Services is a Brisbane, Queensland advisory firm that provides strategy and business development advice to NDIS providers, aged care providers, health care services, domestic violence services in the human services sector, working with clients across Australia.
When a CEO leaves suddenly, or an organisation is in difficulty, the board needs steady leadership while it decides what comes next. JTS Empower Services takes interim CEO engagements and steps into organisations that need urgent help. We work with the boards and chairs of NDIS providers, aged care providers, health and community organisations and not-for-profits across Australia, from Brisbane.
What an interim CEO does
An interim CEO takes responsibility for running the organisation for a set period. They steady the team, keep services and finances on track, and give the board clear information to make its next decisions. The role is temporary by design. It ends when a permanent CEO is in place or the organisation is on firm footing.
Boards use several words for this need: interim CEO, acting CEO, interim executive and interim management. Whichever you use, you are looking for capable leadership, quickly, with a clear start and end.
The Principal Consultant of JTS Empower Services can commit to interim CEO engagements and step into an organisation that needs urgent help. We agree the scope, the reporting line to the board and the end date at the start.
When a board needs an interim CEO
The usual reasons are:
- The CEO has resigned, retired or stepped down, and the permanent search will take months
- The CEO has left suddenly or is unexpectedly absent
- The organisation is in difficulty: cash is tight, results are falling, or the board is losing confidence in the information it receives
- A change is under way, such as a restructure, a merger or fast growth, and the leadership team needs a steady hand to carry it
- The board wants someone to stabilise the organisation first, so the permanent appointment is made calmly
If your CEO has just resigned: the board's first week
A board often searches for this on the day it happens. A practical first week looks like this:
- Confirm the facts: the notice period, the handover dates, and what your governing documents say about who can act.
- Agree who speaks for the organisation. Tell staff and key stakeholders what is happening, plainly and early.
- Decide on cover: an existing executive acting in the role, or an interim CEO brought in from outside.
- List what must not slip, such as pay, safety, service delivery and reporting that is due.
- Agree the scope, reporting line and end date for whoever steps in.
- Start succession planning: what the permanent role needs, and how the board will run the search.
These are general steps, not legal advice. If a contract or your governing documents are unclear, take advice from your lawyer.
The first 30, 60 and 90 days
Every engagement is different, and the plan is agreed with the board at the start. In general terms, it looks like this.
Days 1 to 30: steady and learn. Meet the chair, the board, the executive team and staff. Review cash, service delivery, risks and open commitments. Deal with anything that cannot wait. Give the board a plain report on what has been found.
Days 31 to 60: fix and decide. Act on the priorities the board agrees. Make sure the board sees accurate, regular information. Put clear roles and delegations in place. Support the board's work on the permanent appointment.
Days 61 to 90: settle and hand over. Leave the organisation in a good position for the permanent CEO: a settled team, clear priorities and decisions on record. Agree a handover plan. Decide with the board whether to extend, change or end the engagement.
Who steps in
Interim engagements are led by the Principal Consultant of JTS Empower Services, who holds an MBA (Healthcare Management) and is a member of the Australian Institute of Company Directors (MAICD). JTS Empower Services is an approved Local Buy supplier.
Hands-on leadership experience in the sector: in a CEO role, revenue up 19% and EBITDA up 13% within 12 months. As a General Manager, a $1M deficit turned to surplus within 12 months. Read more about the Principal Consultant.
For your kind of organisation
NDIS providers: a leadership gap affects growth, records and cash flow at the same time. Read how we advise NDIS providers.
Aged care providers: boards need steady leadership through a period of regulatory change. Read how we advise aged care providers.
Not-for-profits: boards and CEOs of charities and community organisations. Read how we advise not-for-profits.
Health and community services: the organisations behind the care people rely on. Tell us about yours in the enquiry form.
How to start
The first step is a free 30-minute consultation. You tell us about your organisation and what has happened. We talk through the options and agree a practical next step. There is no cost for this conversation.
Send your enquiry through the form on our home page. If the situation is urgent, say so in your enquiry. Please do not include staff, participant or client details.
You can also reach us on 0419 188 464 or at juleen@jtsempower.com.
Questions
What does an interim CEO do?
An interim CEO runs an organisation for a set period. They steady the team, keep services and finances on track, and give the board clear information to make its next decisions. The role ends when a permanent CEO is in place or the organisation is on firm footing.
When does a board need an interim CEO?
A board needs an interim CEO when the CEO leaves or is absent and the organisation cannot wait for a permanent appointment, when the organisation is in difficulty and needs steady leadership, or when a major change needs a steady hand to carry it.
What should a board do when its CEO resigns?
Confirm the notice and handover dates, agree who speaks for the organisation, tell staff and stakeholders plainly, decide whether an existing executive will act or an interim CEO will be brought in, list what must not slip, and agree the scope, reporting line and end date for whoever steps in. Then start succession planning for the permanent role.
What is the difference between an interim CEO and an acting CEO?
An acting CEO usually covers the role for a short time, often an existing executive while the CEO is away or the role is being filled. An interim CEO is usually brought in for a defined period to steady and lead the organisation, often from outside, and works to a scope agreed with the board. Boards use the words in different ways, so agree the scope in writing whichever you choose.
How long does an interim CEO stay?
The board and the interim CEO agree the length at the start, based on what the organisation needs. It is reviewed at the 90-day point.
What do the first 30, 60 and 90 days of an interim engagement look like?
In general terms, the first 30 days are for steadying the organisation and learning where it stands, days 31 to 60 are for acting on the priorities the board agrees, and days 61 to 90 are for settling the team and preparing the handover to the permanent CEO.
Can you step in for an NDIS provider, an aged care provider or a not-for-profit?
Yes. The Principal Consultant of JTS Empower Services can commit to interim CEO engagements and step into organisations that need urgent help, including NDIS providers, aged care providers, health and community organisations and not-for-profits, across Australia.
What does an interim CEO engagement cost?
It depends on the scope, the length and how much time the role needs. We do not publish prices. Request a free 30-minute consultation and we will talk through the scope with you.
What happens in the free 30-minute consultation?
You describe your organisation and what has happened. We talk through the options and agree a practical next step. There is no cost for the consultation.
Who should contact you?
Board members, chairs, CEOs, executives and operations managers of NDIS providers, aged care providers, health and community organisations and not-for-profits who need an interim CEO or urgent leadership help.
Related reading
Steady leadership, starting with one conversation
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