Beyond the Brief: Legacy Building and Proving Impact as an Interim Officer in Local Government

Interim professionals in local government often step into complex, high-pressure environments with limited time and expansive expectations. Research conducted by The Truth About Local Government in 2025 found that 82% of interim officers are deployed into roles experiencing either significant change or crisis. They are expected to quickly assess situations, build trust, and deliver results often in politically sensitive or resource-constrained contexts. In fact, 67% of council leaders surveyed said they rely on interims to stabilise services during periods of uncertainty.

The nature of interim work means you may not have the luxury of long-term planning, but that doesn’t mean your contribution should be short-lived. Success isn’t just about firefighting it’s about leaving behind something better than you found it. Whether you're covering a vacancy, stabilising a service, or leading a transformation, your legacy and impact matter. The most effective interims are those who not only solve problems but also strengthen the organisation for the future. "Our interim didn’t just plug a gap she built a bridge," said one anonymous Chief Executive. Here’s how to ensure both your legacy and impact are visible, valued, and lasting.

Legacy Building: How to Leave Something That Lasts

1. Create Sustainable Systems

Don’t just solve problems design solutions that others can maintain. Whether it’s a new process, dashboard, or policy framework, make sure it’s embedded and owned by the team. According to a 2024 survey of Chief Executives in local government, 78% said the most valuable interim contributions were those that created lasting operational improvements. One council leader shared, "The interim left us with a performance dashboard that’s still in use two years later it changed how we manage services."

2. Develop Internal Talent

Identify rising stars and invest time in mentoring or coaching them. Your legacy is stronger when others grow because of your leadership. In a recent poll of HR Directors, 64% said interims who actively developed internal talent were more likely to be rehired or recommended. "She didn’t just do the job she made sure our team could do it after she left," noted one anonymous Director of Children’s Services.

3. Document Everything

Leave behind clear, accessible documentation. From decision logs to process maps, ensure your work can be picked up and continued without confusion. A lack of documentation is one of the top complaints about interim handovers. "We had to reverse-engineer decisions because nothing was written down," said a frustrated Head of Finance. Don’t let that be your legacy.

4. Build Relationships, Not Reliance

Avoid becoming the sole point of knowledge or authority. Share insight, delegate responsibility, and empower others to lead. Interims who build capacity rather than dependency are remembered as enablers. "He made himself redundant in the best way possible," said a council CEO.

5. Model the Culture You Want to Leave Behind

Be the example of inclusive, respectful, and collaborative leadership. Culture is contagious make yours worth catching. 71% of staff surveyed in transformation programmes said the interim leader’s behaviour shaped team dynamics more than formal policies. "She brought calm, clarity, and kindness we kept that going," said a Service Manager.

6. Celebrate Team Wins

Shine a light on collective achievements, not just your own. This builds morale and embeds a sense of shared ownership. Interim leaders who celebrate others create a legacy of confidence and cohesion. "He made us feel like the success was ours, not his," said a Programme Lead.

7. Create Feedback Loops

Set up mechanisms for ongoing reflection and improvement that will continue after your departure. Whether it’s monthly retrospectives or anonymous surveys, feedback loops help teams evolve. "The feedback form he introduced is now part of our quarterly review," said a Head of Service.

8. Align with Strategic Priorities

Ensure your work contributes to the council’s long-term goals. Legacy is about relevance as much as results. Interims who link their work to corporate plans are more likely to be remembered. "She didn’t just fix things she moved us closer to our five-year vision," said a Director of Strategy.

9. Leave a Transition Plan

Prepare a handover that includes risks, opportunities, and next steps. Make it easy for the next person to succeed. A good transition plan is like a relay baton it keeps momentum going. "The handover pack was gold dust," said an incoming interim.

10. Be Generous with Credit

Acknowledge others’ contributions. People remember how you made them feel more than what you did. "He always said 'we' not 'I' that made a huge difference," said a team member. Generosity with credit builds goodwill and strengthens your legacy long after you’ve gone.

Proving Impact: Making Your Contribution Visible

1. Track and Share KPIs

Use measurable indicators to show progress whether it’s cost savings, service improvements, or stakeholder engagement. According to Truth About Local Government research in 2025, 74% of councils said they were more likely to extend or rehire interims who regularly reported on KPIs. "We saw a 22% reduction in missed appointments after the interim introduced a new tracking system," said a Head of Adult Social Care.

2. Create a ‘Before and After’ Narrative

Tell the story of your intervention. What was the situation when you arrived? What changed? What’s now possible? A compelling narrative helps stakeholders understand the value of your work. "Before she arrived, our complaints backlog was six months. Now it’s under two weeks," said a Service Manager. Stories stick use them.

3. Use Testimonials and Feedback

Capture quotes from colleagues, elected members, and partners. These humanise your impact and add credibility. 61% of interims who included testimonials in their final reports were rated as 'high impact' by their commissioning authorities. "He brought clarity and calm to a chaotic situation," said one anonymous Cabinet Member.

4. Present Regular Updates

Share progress with senior leaders throughout your assignment. Don’t wait until the end to show value. Monthly updates are ideal only 38% of interims who waited until the end were rated as 'strategically visible'. "Her fortnightly updates helped us course-correct in real time," said a Director of Transformation.

5. Visualise Results

Use dashboards, infographics, or simple visuals to make your impact easy to understand and share. Visuals increase retention stakeholders are 70% more likely to recall a visual summary than a written one. "The dashboard he built is now part of our corporate reporting," said a Head of Performance.

6. Link Your Work to Strategic Outcomes

Show how your actions contributed to wider goals like improved safeguarding, better housing outcomes, or financial resilience. 88% of Chief Executives said interims who aligned with strategic priorities were more likely to be remembered positively. "She didn’t just fix the issue she helped us meet our corporate plan objectives," said a council leader.

7. Highlight Efficiency Gains

Demonstrate how you’ve saved time, money, or resources and what those savings have enabled. "We saved £140,000 in procurement costs thanks to his renegotiation of contracts," said a Procurement Lead. Efficiency gains are tangible proof of value.

8. Capture Lessons Learned

Document what worked, what didn’t, and what others can learn. This positions you as a reflective practitioner. 52% of councils said they used lessons learned from interim reports to inform future projects. "Her honesty about what didn’t work helped us avoid repeating mistakes," said a Programme Manager.

9. Secure Endorsements

Ask for a formal reference or endorsement from a senior officer. It’s a powerful way to validate your contribution. "His endorsement from the Chief Executive helped him secure his next role within weeks," said a recruiter.

10. Leave Behind a Legacy Report

A short, well-written summary of your work, outcomes, and recommendations can be a lasting artefact of your impact. 79% of councils said legacy reports were used as reference documents for future decision-making. "We still refer to her final report when reviewing our service model," said a Head of Commissioning.

Final Thought

Interim roles are temporary, but the best interim officers make a permanent difference. By focusing on legacy and impact, you not only enhance your reputation you help councils thrive long after you’ve moved on. The most successful interims are those who leave behind more than just completed tasks they leave behind stronger teams, clearer systems, and a renewed sense of purpose.

In a sector where continuity and resilience are critical, your ability to embed sustainable change can shape the future of a service or department for years to come. Whether it's a dashboard still in use, a policy that outlasts your contract, or a team member you mentored into leadership, your impact can echo well beyond your assignment.

As one council leader put it, "The best interims don’t just fill a gap they create momentum."

So ask yourself: What will people say about your time here six months after you’ve left? What will still be standing because of you? Legacy and impact aren’t just professional goals they’re the mark of meaningful public service.