ARE YOU “CEO SUCCESSION READY”?
Over 20 years, I’ve ensured organizations answer these questions with a YES:
1. Is there a ready CEO successor if your CEO steps down?
2. Is a talent pipeline in place for current and future CEOs?
3. Does the succession process address market trends, culture, and growth?
4. Are high-potential leaders identified 10 years in advance?
5. Are succession plans reviewed annually by the Board?
6. Do you engage external candidates for CEO roles?
7. Does assessment cover career, current role, and future vision?
8. Are development plans tailored to the future CEO?
9. Is transition planning in place for smooth knowledge transfer?
10. Is succession part of your talent strategy?
RISKS IF YOU AREN’T SUCCESSION READY
1. Leadership Gaps: 44% of CEOs report gaps (PwC).
2. Investor Confidence: Stocks drop 4-7% after CEO exits (Harvard).
3. Operational Disruption: 29% of firms affected (Deloitte).
4. Cultural Misfit: 50-70% of CEOs fail (McKinsey).
5. Talent Exodus: 40% of employees may leave (SHRM).
6. Competitive Loss: Smooth transitions = 1.5x success (Bain).
7. Morale Drops: 70% report lower morale (Gallup).
8. Strategy Decline: Execution down 20% (Deloitte).
9. Financial Hit: Firms underperform by 20% (PwC).
10. Compliance Risk: 60% of boards see risks (NACD).
WHY ME
I’ve led succession planning for over 30 organizations, including ASX top 10, 20, and 40 firms, with 35 years of experience. I bring the foresight of a Stanford MBA strategist, the pragmatism of an Olympic project leader, three decades of leadership assessment, and the emotional insight of a psychotherapist.
Company Details
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- Market Trends
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- Professional Training And Coaching
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Business Schools and Computer and Management TrainingComputer TrainingProfessional and Management Development Training
- Keywords
- C-Suite Succession for Corporate, Government, Non Profit, Education, Long-term talent pipeline development - finding your next, next CEO, Your talent is gold - and a performance management derived 1-5 misses the point, How to determine the potential of your talent, individually, How to determine the potential of your talent, collectively, Activating potential to performance, Training Executives how to Assess and Activate Potential in their talent: it is more than just a career conversation, How to portray your own potential, Interviewing talent for their potential and not just their past, The art of the interviews you need to do for the right hire, Psychometrics and 360s for talent: understanding them, Qualitative research on the potential for the next move, Precise development planning for the next and the next/next move, Ten-year development planning for the next, next CEO, Transitioning the old CEO into the new CEO - it is a two-year job, Educating the Board on how to plan and direct CEO succession - from the time a new CEO starts, Training Executives on how to replace themselves, Ambition for the promotion: how to present yourself before the job is even open, Preparing the family for the new CEO arriving home, CEO Succession: the short term replacement to the 10-year plan.
Ceo Succession Questions
Ceo Succession's website is https://www.katharinemclennan.com/CEOsuccession
Ceo Succession's LinkedIn profile is https://www.linkedin.com/company/ceosuccession
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Ceo Succession's industry is
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Ceo Succession's top competitors are
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Ceo Succession's categories are Professional Training and Coaching
