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When families begin to question whether their office is operating as effectively as it should, the challenge is rarely a lack of commitment — it’s a lack of perspective. The eight questions below are designed to prompt an objective review of leadership effectiveness, cost alignment, and governance clarity, and to help determine whether temporary leadership support could be valuable without forcing permanent decisions.
1. Are rising family office costs clearly tied to measurable value?
If operating expenses have increased but performance, transparency, or peace of mind have not improved proportionally, it may be time for an objective operational review by an interim executive. The right ongoing answer might be a fractional executive so you can get all of the firepower of an experienced leader at far lower cost.
Read more: Fractional vs. Interim vs. Full-Time CFO: What’s the Right Fit for Your Company?
2. Do we have the right leadership for today’s challenges — or yesterday’s structure?
Family offices evolve, but leadership roles often lag behind changing needs. Interim leadership helps assess whether current executive roles, responsibilities, and capabilities are still fit for purpose.
3. Is there clear accountability across family office operations?
Unclear decision rights, overlapping responsibilities, and informal governance structures often signal the need for temporary executive leadership to restore clarity and discipline.
4. Are we facing a leadership gap or transition?
Remember the CEO and CHRO debacle from the Cold Play concert in 2025? The company Astronomer sure does – it caused the quick ouster of both executives. Hopefully you don’t face any unexpected departures or succession uncertainty. Smart family offices are proactive, anticipating potential issues or real circumstances when an interim or fractional executive will provide stability without forcing long-term commitments.
5. Have we postponed difficult decisions because of family dynamics?
Family offices sit at the intersection of wealth, legacy, and emotion. Interim executives bring neutrality and experience, allowing sensitive issues to be addressed constructively and professionally.
6. Do we need execution, not just advice?
If prior consultants produced recommendations that were never fully implemented, interim leadership may be the missing link. Interim executives lead from inside the organization and are accountable for results. (Here is a good overview of the choice between hiring a consultant vs. an interim executive.)
7. Is a permanent hire really your best move in these most unstable, uncertain times
We’re going to get out our crystal ball and make a prediction that we’re pretty sure you’ll agree with: We not only live in uncertain times of high volatility (choose your reason: geopolitics, AI, etc.), but we are going to continue to see this play out for the foreseeable future. Economic volatility, regulatory changes, or generational transitions can make permanence risky. Interim and fractional leadership is utterly flexible. Our contracts can be terminated with 30 days’ notice.
8. Would an independent perspective improve confidence in our decisions?
When families want reassurance that costs, structures, and governance align with best practices, an expert interim, fractional or outsourced executive from the RED Team can provide experienced, unbiased leadership focused solely on outcomes.
Read More
- Family Office Costs Rising? Why an Interim Executive Can Be the Answer in Uncertain Times
- Family Office Board Discussion Guide: Evaluating the Need for New Leadership
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For help understanding the role a vetted, rock star RED Team interim executive can play in managing your family’s wealth, call 847.849.2800 or Contact Us for a confidential conversation.
