How To Leverage Interim Leadership As A Career Strategy

A manager quits, a director goes on parental leave, and a critical project needs leadership. Now, who steps up?

As LHH explains in this article, “interim executives, as the name suggests, are experienced leaders who take on temporary roles at the most senior levels of an organization.”

These assignments might not come with a new title printed on business cards, but they can be opportunities for women to step into leadership, build credibility, and accelerate their careers.

These opportunities put you in front of executives, clients, and peers in ways your usual role may not. You also get to expand your skill set, even temporarily, but it still adds tangible experience to your resume.

Let’s take a closer look at interim roles: what they involve, the obstacles you might face, and how to turn them into career-building opportunities.

Scholars define interim leaders as those who “step into temporary positions of authority during organizational change or transition, often to fill gaps left by unexpected leadership departures,” as noted in a 2024 systematic literature review in the Journal of Vocational Behavior.

Said research suggests that taking on temporary leadership roles within your organization, especially during times of change, can help both you and your team adapt and grow. These short-term assignments give you a chance to demonstrate your skills and position yourself for future opportunities.

Similarly, executive coach Ben Dattner highlights in this Harvard Business Review article the emotional and strategic challenges of interim roles, noting that taking on such a position means you “immediately experience feelings that are powerful but mixed: Getting this interim role is a meaningful validation of your contributions, talent, and potential, but why the trial period?”

He advises leaders to “ask trusted colleagues, coaches, mentors, or sponsors for their views on why you specifically have been offered the interim role,” framing it as a way to understand organizational dynamics and strengthen one’s strategy. Ben also emphasizes the importance of patience and continuous learning in his piece, reminding interim leaders that “although you may hope that your path to promotion will be a sprint, it may feel more like a marathon.” 

Acting roles open doors, but they are not without pitfalls. One challenge women face is the risk of being stuck in a temporary role without recognition or advancement. “Anna,” a guest on this Harvard Business Review podcast episode of Coaching Real Leaders, captured this temporary intensity well when she admitted that, since she is still currently in an interim position, she feels a sense of pressure to use the opportunity or lose it. Her sentiments echo the research: interim leaders are expected to stabilize, deliver, and adapt, all while knowing their tenure may be temporary.

The authors in the Journal of Organizational Effectiveness: People and Performance paper mentioned above remind us that even the exit phase is critical, because it “consolidates achievements, ensures continuity, and manages the transition to permanent leadership.” Without proper recognition, temporary leaders may find their contributions overlooked once the permanent successor steps in.

Taking on an interim assignment is about approaching the opportunity strategically. Too often, women wait until they feel “fully ready” before pursuing a promotion. Interim roles flip that script. They allow you to test-drive leadership in real time, learning on the job while showing decision-makers that you are capable of more.

When the opportunity arises, step into the role with purpose! Treat it as both a testing ground and a launch pad. Because sometimes, the path to long-term leadership begins with a temporary title.