Making CEO Succession a Strategic Process, Not a One-Off Event
- Marion Heil
- 24. Feb.
- 2 Min. Lesezeit
Aktualisiert: 12. Sept.
CEO succession is often called the board's most important responsibility - yet in my experience, it's frequently treated as a one-off event rather than the strategic process it needs to be. Let me share what we've learned about making succession truly work.
Stop Looking in the Rearview Mirror
The biggest mindset shift? Stop looking in the rearview mirror. Your next CEO needs to lead where you're going, not where you've been. It sounds obvious, but it's surprising how many try to clone their current leader instead of looking ahead.
Your next CEO needs to lead where you're going, not where you've been.
Get Brutally Honest About Your Future
Through many succession processes, I've found some elements that really matter. First, get brutally honest about your future. What storms are coming? What opportunities? What kind of leader can navigate that future? Your next CEO needs to be ready for tomorrow's challenges, not yesterday's victories.
Your next CEO needs to be ready for tomorrow's challenges, not yesterday's victories.
Build Leadership Capability at Every Level
Then there's talent development - and this one's close to my heart. I love seeing organizations that nurture their leadership bench while keeping tabs on external talent. This isn't about creating competition – it's about building organizational capability at every level.
Look Beyond Track Records
Assessment is where many boards get stuck. "But they have a great track record!" isn't enough anymore. We've learned to look for leaders who think strategically, can adapt, want to learn, and bring people along on the journey.
Plan the Handover
Finally, there's the transition itself. Even the most brilliant successor can stumble without thoughtful handover planning. Clear roles, structured handover processes, and active board oversight make the difference.
A word about timing: If you're wondering when to start, the answer is always „now". The most successful successions begin years before they are needed.
If you're wondering when to start, the answer is always „now".
As I've mentioned before, we prefer working with boards who take the long view. Here's why: You're not just choosing your next CEO - you're building your organization's future leadership capability and setting up your organization for its next chapter of success.
ABOUT THE AUTHOR
Marion Heil is the founder and managing director of Board+CEO Advisors. She is based in Vienna.
