Leadership transitions in the nonprofit sector are often described as periods of "waiting." But if you’ve ever navigated an organization through a leadership change or helped a board through a major pivot you know that the "in-between" is anything but passive. It is a time of high energy, vulnerability and, frequently, chaos.

When stepping into interim executive leadership positions, my goal has always been to "calm the chaos." I have learned that while systems, audits and strategic roadmaps are essential for stabilization, they aren't the things that actually hold a team together during a pivot. What sustains an organization during transition is the human connection.

If you are currently navigating a leadership change or helping your organization manage a period of flux, here are five lessons I’ve leaned on to ensure we aren’t just surviving the transition, but building a stronger foundation for what comes next.

1. Presence is a Strategy

When you are in the thick of a transition, your to-do list feels endless. Efficiency becomes the enemy of engagement. Recently, a team member stopped by my office to tell me that my failure to say hello that morning had hurt their feelings. It was the first time I hadn't made the rounds to check in. I felt terrible that a busy day had pulled me away from that ritual. But in that moment, I realized something profound: the daily "hello" wasn't just a nicety; it was a stabilizer. My consistency had become a benchmark for safety and care. Never underestimate the strategic power of simply showing up for your people.

2. The Power of "What Else?"

In the middle of a pivot, leaders are often tempted to move fast and provide all the answers. I’ve found the opposite is true. When things are uncertain, the best thing you can do is keep asking, “What else? What are we missing? What am I not asking?”  When you create that space, you empower your team to share the vital information they hold—insights that might have otherwise remained hidden in the chaos. You don't need to be the smartest person in the room; you just need to be the one who asks the best questions.

3. Trust is the Highest Bar

There is a common temptation during times of organizational instability to tighten the reins and micromanage because we are afraid of failure. I have found the inverse is true: the most effective way to stabilize a team is to extend profound trust to them. When you hold the bar high for their performance while simultaneously extending trust, you signal that you believe in their capability. It sets them up to give their best, even when they are navigating uncharted territory.

4. Start with the "Best Outcome"

It is easy to get bogged down in the problems of a transition—the gaps, the losses, the "what isn't working." Instead, try shifting your planning conversations to start with a singular question: “What is the best possible outcome we could shoot for?” Starting from a place of aspiration rather than crisis management changes the entire tenor of the meeting. It aligns the team toward a shared, positive future, turning the transition from a process of "fixing what's broken" into an opportunity to "build what's possible."

5. Don’t Lose Your Sense of Wonder

It sounds counterintuitive to talk about "awe" during a complex organizational pivot. Yet, the work we do in the nonprofit sector is inherently miraculous. We are helping families, meeting the needs of individuals and changing life trajectories. If we get so lost in the tactical weeds of a transition that we lose sight of the wonder around us, we lose our "why."

Make space to notice. Connect with the effort, see the impact and celebrate the humanity of the team you are working with. That perspective is the ultimate antidote to burnout.

Leadership transitions are windows of opportunity. They invite us to assess, to strengthen and to pivot. By focusing on the human elements of consistency, inquiry, trust, aspiration and perspective, you aren't just helping an organization get through the transition. You are helping them become the kind of place where leaders want to land, and where the mission can thrive long after the transition is complete.

Have you considered taking on the role of an interim leader, but feel unsure if your prepared? Join our Fall 2026 Interim Management Institute. You'll not only learn the strategies it takes to become an effective interim leader, you'll also gain access to a community of interims.