Interim Leadership
Steady leadership when you need it most.
Between leaders? Facing unexpected change? Sometimes organisations need someone who can step in, hold the space, and lead with both operational delivery and a developmental lens.
I take on interim CEO and senior leadership roles for arts, culture, and charity organisations during transitions – bringing 20+ years of sector experience, inspiring leadership, and respect for the fact that a new permanent leader will be coming into post.
When organisations call:
Planned transition: Gap between outgoing and incoming leader
Organisational change: Restructure or strategic shift needs experienced hands
Capacity crisis: Team stretched thin and needs leadership support
Recovery period: Organisation navigating challenge and needing steady guidance
What I bring:
Operational delivery: Keep things running – strategy, fundraising, board relationships, team management, stakeholder engagement
Stabilising presence: Lead teams through uncertainty with clarity and calm
Developmental approach: Build team capacity, strengthen processes, create conditions for the next leader to succeed
Sector knowledge: Deep understanding of arts, culture, and charity sector dynamics, challenges, and opportunities
No ego: I'm here to serve the organisation's needs, not build my own empire
Typical roles
CEO / Executive Director
For midscale organisations £3m+. Typically 6-12 months, depending on recruitment timeline and organisational needs
Deputy Director / Director of Audiences
For larger organisations. Typically 3-9 months, depending on recruitment timeline and organisational needs
My philosophy
Interim leadership is about more than just filling a gap. It's an opportunity to stabilise, strengthen, and build team capacity during uncertainty.
I lead with a developmental lens – not just delivering day-to-day operations, but empowering teams to navigate change, make decisions, and grow their confidence. My goal is to leave the organisation in a stronger position than I found it, ready for the next chapter of leadership.
What you can expect
First 30 days: Listening, learning, understanding culture and priorities. Building trust with board, team, and stakeholders.
Middle period: Leading operational delivery, making necessary decisions, strengthening team capacity and processes.
Final phase: Preparing for handover, documenting key information, supporting smooth transition to new leader.
Throughout: Regular board communication, transparent decision-making, focus on what serves the organisation long-term.
“Helen has a positive outlook and an ability to think cross organisationally at the same time as focusing on key priorities and delivery. She is an excellent listener who creates practical workable solutions to any challenge.”
Services I offer
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Executive & Leadership Coaching
I partner with people at moments of transition who want to invest in their growth and impact.
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Strategy Development
I offer strategy development consultancy for teams and organisations.
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Facilitation
I facilitate senior team and board away days, team planning and strategy sessions.