Thinking of Using an Acting ED? Think Again.
- Genevieve Waller
- Sep 12
- 2 min read
Acting ≠ Leading.
You know the scenario: the ED resigns, panic sets in, and someone says, “Let’s just make Jane the Acting ED until we find someone.”
It feels fast and familiar — but is it the right move?
Let’s look at the options most boards consider in transition:
Board chair steps in.
Pro: Knows the mission deeply, already trusted by donors.
Con: Governance takes a back seat, and the chair is stretched into daily operations.
Internal staff promoted as Acting ED.
Pro: Knows the organization intimately, continuity feels easier.
Con: Usually doing two jobs, rarely has authority, often too close to be objective.
Do nothing / wait.
Pro: Buys time to process and think.
Con: Staff grow anxious, donors wonder what’s happening, and small cracks widen quickly.
Rush into a search.
Pro: Someone new is in the seat quickly.
Con: Without clarity on what the organization really needs, you risk a mismatch and another search in 18 months.
So, where does an Interim ED fit in?
A professional interim isn’t just “covering the gap.” They bring objectivity, authority, and focus on leading through transition. They stabilize operations, rebuild trust, and prepare the organization for its next leader.
If you choose interim leadership, that’s where UpShift comes in.
At Waller Consulting, we use our UpShift Framework to ensure transitions aren’t just managed — they’re transformed.
Stabilize & Align → steady operations, rebuild trust, align board and staff
Improve & Plan → strengthen systems, clarify priorities, set direction
Transition & Sustain → structured 90-day onboarding and support for your next ED to succeed long term
Bottom Line
Acting EDs may keep things afloat, but professional interims can move the organization forward. And with a structured framework like UpShift, you don’t just fill the gap, you strengthen your mission for what comes next.
Ready to see where your organization stands? Take our free Leadership Transition Diagnostic.
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