Key Considerations: Five Tips For A More Successful Interim Presidency

Dr. Carol Moore
Interim Vice President for Academic Affairs
Delaware Valley University (Doylestown, Pennsylvania)

Since stepping down as president of a small, rural public college, I have served in two interim appointments.  Interim presidential appointments are different than those determined through a lengthy search process and are not intended as “permanent” appointments.  From my experience, I have noted a pattern in the challenges that an interim president may encounter and have summarized these potential stumbling blocks as five tips to consider for a more successful interim appointment in higher education.  Of course, depending on the expectations you are given and the individual(s) to whom you report, you may use only a few of the tips below.

Tip #1: Acknowledge the Conflicting Paradigm.  As an interim president, you must hold in your mind two opposing paradigms.  On the one hand, you have the legitimate and rightful powers and prerogatives of the presidency. On the other, you have a limited, defined period by which to make an impact—a period during which you may be viewed by some as a “lame duck.” Thus, my advice is to choose wisely and strategically the challenges you agree to tackle, guided by your mandate from the college and the Board of Trustees.

Tip #2: Clarify Your Position.  As you step into your interim role, I recommend a frank and probing discussion with the individual or group that crafted your Expectations Document. Ask for clarification, prioritization, and a timeline. Be prepared to share your own experiences in pursuing similar objectives and alert the individual or group to any controversies that may arise.  An honest discussion on how to handle the issue(s) at this early state will prepare the institution for the consequences that may occur in pursuing your responsibilities as laid out in the Expectations Document.

Tip #3: Strategic Meetings with Key Stakeholders. Ask the author(s) of your Expectations Document to assist you in meeting with appropriate direct reports and constituent groups to inform stakeholders of the expectations given to you and solicit their support.  This is an important step in ensuring that all constituencies understand, from the beginning, that the goals you will be pursuing in your interim role are not ones you chose, but rather goals that have been articulated and endorsed by the institution’s leadership.  This process will affirm and strengthen your legitimacy in carrying out your responsibilities.

Tip #4: Develop and Articulate an Implementation Plan. Once your responsibilities are clarified and disseminated, develop a detailed implementation plan with a timeline.  Share the plan with constituents impacted, reminding each group of the Expectations Document; solicit their feedback and consider any changes that may be necessary or prudent. Be sure to share the plan and timeline which those to whom you are reporting, as it may be different from assignment to assignment.  Once you have their agreement, you are ready to start implementation. It is always helpful if you judiciously share the likely reaction of various constituents as implementation begins with the individual(s) you report to.  This prepares those whose support you will need when the pushback comes.

Tip #5: Communicate Frequently.  Regular communication with each group involved is critical. Keeping constituencies informed about progress, wins and barriers, and next steps helps minimize objections and sends the message that everyone has an important role to play in the institution. Remain open to suggestions, comments, and complaints, making sure that you can always refer to your Expectations Document and how each initiative contributes to the goals you were hired to achieve. As you move through the process celebrate the wins, no matter how small, and publicly acknowledge those who are making change happen.

The five steps above will not guarantee a smooth path to the goals.  Significant change can rarely happen without pushback, but these steps will shield you from becoming the single focus of individual and group ire.  Best wishes for a successful interim assignment.