CEO Succession Principles
Toolkit for Action
- Plan Year-Round CEO Succession Planning
- Define a Future-Focused CEO Success Profile for Succession
- Assess and Develop Internal CEO Successor Candidates
- Prepare the Board for a Planned CEO Transition
- Guide the Incoming CEO Through the First 12–18 Months
- Evaluating Compensation in CEO Succession Decisions
- Emergency CEO Succession: A 72-Hour Playbook
- Sample Agenda for Emergency Meeting of the Board of Directors
- Executive Chair Transition Guide
- Situation-Specific Traits for CEO Succession
Boardroom Tool
Guide the Incoming CEO Through the First 12–18 Months
Implement Principle 5 from the NACD Director's Handbook: CEO Succession: CEO transitions are carefully planned and communicated.
How to use this tool: The board chair or lead independent director should use this tool with the incoming CEO to align on the conditions for a successful first 12–18 months. Complete an initial version before the CEO assumes the role, then revisit it at agreed milestones. The plan should clarify expected outcomes, learning priorities, stakeholder relationships, board support, and feedback without shifting management responsibility to the board.
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