CEO SUCCession & Readiness
The best succession processes begin years—not months—before a transition is required.
Selecting the next CEO is one of the most important responsibilities of any Board. Richard works with Boards and incumbent CEOs to build disciplined CEO succession and readiness programs.
Start With The Future
3-5 Years
The process begins by understanding the organization's strategy, opportunities and challenges and defining what the company must become over the next three to five years.
Define The Leader
From that future state, Richard helps the Board identify the experiences, competencies, leadership capabilities and personal attributes its next CEO will need.
Experiences
The experiences that have prepared a leader to navigate the challenges, opportunities, and complexity the organization will face.
Competencies
The knowledge, skills, and capabilities the next CEO will need to achieve the organization’s goals and priorities.
Leadership Capabilities
How the next CEO will need to lead—building alignment, making decisions, developing talent, and guiding the organization forward.
Personal Attributes
The qualities that will enable the next CEO to build trust, adapt to change, and lead effectively within the organization’s culture.
Assessing POtential
Internal succession candidates are then assessed against that future-focused CEO profile using:
In-Depth Interviews
Psychometric Assessment
360-Degree Feedback
Business Simulations
References
The objective is not simply to determine who is ready today, but to identify each executive's strengths, development needs and potential—and what must happen to make promising internal candidates genuinely ready to lead.
The Result
The result is a practical succession roadmap that gives the Board greater confidence in its options while giving potential successors specific developmental priorities for the years ahead.
CEO succession is an ongoing Board-led process that entails analysing the horizon and enabling the next generation of leadership to take you there.