Interim leadership can be a powerful tool for colleges and universities when used thoughtfully in athletics and campus operations. It allows institutions to stabilize teams, protect student and fan experience, and maintain momentum on key initiatives while taking the time to recruit the right long-term leader.

When interim leadership makes sense

Most institutions turn to interim leaders in moments of disruption or transition. The trigger might be sudden, like a resignation or health issue, or it might be a predictable change such as a retirement or a major reorganization. In both cases, the risk is the same: decision-making slows, staff are left without direction, and critical work can stall.

Common situations where interim leadership is especially valuable include:

  • Unexpected departures of athletic directors, associate ADs, or key operations leaders.
  • Major transitions such as conference realignment, facility expansions, or a new president reshaping the athletics or operations structure.
  • High-stakes searches where a rushed hire could damage culture, compliance, donor relationships, or student-athlete outcomes.

In these scenarios, a well-chosen interim leader provides continuity and buys time for a deliberate, well-run search rather than a rushed replacement.

The advantages of using interim leaders

The biggest advantage of interim leadership in athletics and campus operations is continuity. Student-athletes, coaches, event staff, and facilities teams thrive on clear expectations and consistent support. When a leader suddenly disappears from the picture, anxiety and confusion can ripple across the department. An interim leader can quickly restore a sense of stability, reinforce routines, and keep communication flowing.

Interim leaders can also serve as valuable diagnostic partners. Because they come in with fresh eyes, they often see process gaps, role confusion, or inefficiencies that insiders have learned to work around. Those insights can shape the profile for the permanent hire and inform updates to structure, reporting lines, or responsibilities. For institutions navigating budget pressures or strategic shifts, the interim period becomes a test-and-learn phase before locking in a new long-term role.​

Choosing the right interim leader

Selecting the right interim leader starts with clarity. Institutions should first define the mission of the interim role: is the priority to keep things steady, to manage a specific transition, or to begin a cultural or strategic shift? That purpose will determine the skill set needed and the scope of authority the interim leader should have over budgets, hiring, and strategic decisions.

From there, experience in higher education and athletics or campus operations becomes critical. An interim in athletics needs fluency in NCAA rules, student-athlete welfare, and donor or booster dynamics. In campus operations, familiarity with complex facilities portfolios, event logistics, safety standards, and cross-campus collaboration is essential. Rather than relying solely on internal networks, many institutions benefit from working with a staffing partner that maintains a bench of pre-vetted leaders who know the collegiate environment. This support can significantly reduce the time from vacancy to effective interim placement.​

Setting interim leaders up for success

Once an interim leader is in place, the institution’s work is not done. Clear communication is one of the most important success factors. Campus leadership should share a unified message about why the interim was appointed, what stability they are expected to provide, and how the permanent search will be handled. That transparency helps reassure staff, student-athletes, and campus partners that there is a plan.

It is equally important to give the interim leader concrete goals and a realistic timeframe. Many institutions find it helpful to define 60–90 day priorities: stabilize the team, address urgent issues, maintain compliance, and advance a small number of critical projects. Regular check-ins with senior leadership, access to data and institutional history, and introductions to key stakeholders ensure the interim leader can move quickly and decisively rather than spending weeks just figuring out “who’s who.”

Managing the transition to permanent leadership

A well-managed interim period should naturally lead into a thoughtful transition to permanent leadership. As the search progresses, the institution can use lessons learned during the interim phase to refine the role: perhaps the job description needs to change, or the reporting structure should be adjusted, or certain responsibilities should be redistributed. The interim period provides real-world feedback on what the department truly needs.

Clarity is also important regarding whether the interim leader is a candidate for the permanent role. That expectation should be set early to avoid confusion or morale issues. Regardless of their candidacy, the handoff to the permanent leader should be structured: a written transition memo, joint meetings with key stakeholders, and clear documentation of ongoing initiatives. This approach preserves momentum and helps the new leader build trust more quickly.

Call to action: Partner with Gillmann Services

Leadership gaps in athletics and campus operations do not have to derail your institution’s plans. Gillmann Services’ collegiate division specializes in placing executive-level leaders and seasoned operations professionals who understand the unique demands of higher education and collegiate athletics. Whether you need an interim athletic director, an experienced campus operations leader, or support building a pipeline for your next permanent hire, Gillmann provides access to pre-vetted talent and a streamlined process tailored to colleges and universities.​

To explore interim leadership options or discuss upcoming staffing needs in your athletic department or campus operations team, contact Gillmann Services today to start building a plan that keeps your programs moving forward without interruption