CEO Succession Principles
Toolkit for Action
- Plan Year-Round CEO Succession Planning
- CEO Success Profile Worksheet for Succession
- Internal CEO Successor Candidate Review Template
- Planned CEO Leadership Transition Checklist
- Incoming CEO First 12–18 Months Transition Checklist
- CEO Succession Compensation Evaluation Tool
- Emergency CEO Succession: A 72-Hour Playbook
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Sample Agenda for Emergency Meeting of the Board
- Executive Chair Transition Guide
- Situation-Specific Traits for CEO Succession
Boardroom Tool
Sample Agenda for Emergency Meeting of the Board
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.
The agenda is sequenced so that the board first determines the basis for the transition before making related decisions about compensation, interim leadership, and communications, creating a clear record of each step. It should be tailored to the organization’s governing documents and policies, the circumstances of the departure (including whether the CEO or other directors are conflicted and should be recused), and the advice of counsel.
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