Experience Working With Top Firms
The Importance of Strong Interim Learning Leadership
Why Interim Learning Leadership Matters
Leadership gaps at the senior level are always problematic, and when talent and learning development are central to driving revenue the impact goes well beyond simple productivity loss. The ripple effects reach every corner of the business: onboarding stalls, attrition targets slip, business development programs get delayed, and leadership teams are left asking whether critical forecasts can still be met. One year you may feel confident about the flow of new hires, only to wonder the next if the systems are still holding. You may plan to reduce attrition by a percentage point, only to see progress stall. You may count on a new pipeline of leaders or business developers, only to face difficult conversations with investors or partners when projections fall short. These gaps create uncertainty, missed opportunities, and costly delays that weaken confidence across the organization.
Interim learning leadership solves this challenge by stepping in with experienced, strategic oversight that keeps talent initiatives on track. Rather than leaving already stretched managers to cover the void or pausing critical projects, interim leaders provide stability, continuity, and direction at the executive level. They ensure the momentum of your talent development engine continues, even during times of transition, and that your people strategy remains directly aligned with business goals.
Our Approach to Interim Learning Support
Our Approach
Experienced Leaders, Immediate Impact
The whole point of an interim leader is that you don’t miss a beat. We know how to step in quickly, navigate the systems already in place, and make things happen without a long learning curve. You won’t find us asking for training—we parachute in, hit the ground, and are ready to deliver value on day one, even if that means showing up in a board meeting. With over 25 years of experience managing learning operations, budgets of up to $15M, and teams spread across multiple locations, we’ve seen every kind of transition. Whether you’re between permanent hires, reorganizing, or scaling faster than your leadership pipeline can keep up, we provide the executive presence and strategic oversight that ensures talent development keeps moving while your team stays focused on execution. This isn’t pandering; it’s about progress and profit.
Continuity Without the Drama
The last thing you need during a leadership transition is more chaos. Our approach to interim learning leadership is designed to bring stability, clear communication, and smooth operations. We integrate into your existing culture and processes, offering steady guidance that reassures teams and stakeholders instead of adding more uncertainty.
We’re not here to overhaul everything or introduce disruptive methodologies in the middle of a transition. Our focus is on maintaining strategic direction, supporting the initiatives already in motion, and laying the groundwork for whoever takes the permanent role. When it’s time to make that handoff, we provide comprehensive transitions that set the new leader up for success. It’s professional continuity at its best—keeping the lights on and the engines running until you’re ready for the next phase.
And remember the last time a solution area sat idle for months? Not this time.
What Sets Our Interim Learning Leadership Apart
How We’re Different
If you just needed temporary staff, this wouldn’t be the conversation. We’re not here to simply plug a gap or patch the dyke for a short-term fix. Our role is to design, build, and maintain the bridge that keeps your organization moving forward with confidence. That means providing experienced leadership, sustaining momentum, and ensuring your talent development strategy stays aligned with long-term business goals.
Benefits of Interim Learning Leadership
Key Benefits
Stability During Transition
After 25 years in this work, we can usually tell when a project or key initiative looks, acts, and walks like a familiar pattern. Every organization is unique, of course, but experience helps us recognize the signals quickly. Our questions tend to focus less on the tactical details and more on senior leaders, because that’s where alignment matters most. We not only help you move from point A to point B, but also make sure the path continues to make sense long after the initial transition.
Confidence for Your Team
Nothing erodes team performance faster than uncertainty about leadership and direction. The employees already considering a move will leave, and even your most stable team members can become unsettled. Interim leaders bring a steady presence and clear communication that reassures both internal teams and external stakeholders. People don’t always need the ultimate answer, but they need do a trusted answer that gives them the confidence to focus on their work, their performance, and their career growth.
Strategic Continuity
Interim doesn’t mean autopilot. We make sure your firm-wide growth strategy stays intact, giving you confidence that the right programs and development approaches remain in place to support it. When it’s time to transition, we bow out gracefully—often helping with the search for your permanent leader and building in the handoff time needed to make the shift a blip, not a bump.
Our Interim Learning Clients
Who We Work With
While we have worked in industries from hospitality/retail to manufacturing and industrials our sweet spot is B2B services. We know the accounting and consulting industry cold….if you’re in professional services, it’s scary how fast we can finish your sentences.
We work with senior leaders looking to drive change, transformation and glean results across their organization. While we can do a singular new product sales training program (and do it REALLY well) – we’re focused on moving the needle on your org as a whole.
We aren’t going to bother to ask “are you challenged by…..”. We know you hate your attrition stats. 100% sure you’ve shelved a new solution or other market opportunity or even M&A activity in the past 24 months because….your talent wasn’t up to it. And of course! You wish your people were billable Day 1!
We already know this – no need to dither around. Let’s sit down immediately and start with your business challenge. It’s undoubtedly impacted by people challenges.
Industries
• Consulting firms
• Accounting Firms
• Law firms
• Financial services
• Engineering firms
• Architecture firms
Positions
• CXOs
• Partners
• Managing Directors
• BDM’s
Interim Learning Client Testimonials
What Our Clients Say
“Amazing ability to understand the problem, work across teams, offer innovative solutions, navigate our organization and get things done despite a complicated org structure and competing priorities.”
- Chris M., Global Learning Strategy Leader, Big 4 Audit/Consulting Firm
"Josh seamlessly blended clarity and creativity to enhance talent development, resulting in high engagement and measurable performance gains across 4,000 consulting professionals."
- Jon C., Partner, RSM
“We already had a well established and proven program - so remarkable how we were challenged and supported to do even more!”
- Sarah A., Big 4, US Industry Learning leader
Interim Learning Leadership FAQs
Frequently Asked Questions (FAQs)
How quickly can an interim learning leader step in to support our firm?
Typically within 1-2 weeks of agreement, depending on the complexity of your situation and transition requirements. We’re designed for speed—no lengthy onboarding, no convoluted process, no honeymoon. More importantly. No excuses. We don’t dither. We do.
What’s the difference between interim learning leadership and temporary staffing?
Temporary staffing fills seats and follows directions. Interim learning leadership provides strategic thinking, executive decision-making, and the authority to move initiatives forward. We’re not here to execute your to-do list—we’re here to provide the strategic oversight and leadership presence that maintains momentum and drives results during transition periods.
How do you ensure a smooth transition to a permanent leader once hired?
Comprehensive documentation, strategic planning, and deliberate knowledge transfer. We prepare transition materials, ensure initiatives are properly documented, and transferred, and work closely with incoming permanent leadership to set them up for success. Our interest is in setting up long term success for the incoming leader, not hunkering down and establishing tangled embedded roots.
Can interim learning leadership maintain our strategic initiatives, not just daily operations?
If anything we’re set up to propel strategy and continue momentum. Of course we maintain and seek to improve the daily operational status quo, but our focus is on being strategic leaders who ensure that your learning and development continues driving business results. Whether that means advancing existing initiatives, making necessary course corrections, or identifying new opportunities, we provide the strategic thinking that keeps your organization competitive.
What industries benefit most from interim learning leadership?
Any industry has the potential to benefit. The criteria are far less about industry and much more about the specific organization, its leadership, and vision for the future.
How do you match the right interim leader to our firm’s culture and needs?
Direct conversation and honest assessment. We discuss your specific challenges, culture, and expectations upfront to ensure alignment. If we’re not the right fit, we’ll tell you directly rather than waste your time. No shoehorns. N square pegs and round holes. Our goal is providing results. If we can’t deliver, it’s in our as much as your interest to just say so and then turn to our bench of collaborators and contacts developed over the past several decades to find an alternative solution. If it’s not the right fit – we’d rather earn your respect than your business and see you succeed with an alternate solution.