Best Practices in CEO Succession Planning

By Marsha Koelmel

Co-President of Catapult

CEO succession planning is a crucial process for ensuring the smooth transition of leadership within an organization. Here are some best practices for Boards to consider when developing a CEO succession plan:

  1. Board Involvement: The board of directors should play a central role in CEO succession planning. They should actively engage in discussions, provide oversight, and collaborate with the current CEO and succession candidates to ensure a successful transition when the time comes.
  2. Long-term Perspective: Succession planning should be approached as a long-term process rather than a reactionary measure. It is important to continuously assess leadership talent and potential within the organization and identify high-potential candidates early on.
  3. Clearly Defined Criteria: Establish clear criteria and qualifications for the CEO position based on the strategic goals and future vision of the company. This will help guide the selection process and ensure alignment with the organization’s needs.
  4. Leadership Development: Implement a robust leadership development program that identifies and prepares potential CEO successors. Provide opportunities for high-potential individuals to gain experience in various areas of the business, participate in stretch assignments, and receive mentorship from senior leaders.
  5. Transparent Communication: Foster a culture of open communication with potential successors. Be transparent about the succession planning process, communicate expectations clearly, and provide feedback and guidance to candidates.
  6. Succession Readiness Reviews: Conduct regular reviews to assess the readiness of potential successors. Evaluate their performance, leadership skills, and ability to meet the demands of the CEO role. Address any development gaps and provide opportunities for growth.
  7. Sudden Loss of Leadership Planning: Develop contingency plans in case of unexpected events, such as sudden departures or emergencies. Identify interim leadership options and establish clear protocols for succession in these scenarios.
  8. Succession Testing: Consider conducting simulations or temporary assignments to test the readiness and capabilities of potential successors in real-life situations. This can help identify strengths, weaknesses, and areas for improvement.
  9. Transition and Onboarding Support: Support the outgoing CEO and incoming CEO during the transition period. Ensure a smooth transfer of responsibilities, provide access to key stakeholders and information, and facilitate an effective onboarding process for the new CEO.


Remember that CEO succession planning is an ongoing process, and it should be regularly reviewed and adjusted to reflect the changing needs of the organization and the evolving landscape of business.

If you need guidance creating a CEO Succession Plan for your organization, Catapult can help. Contact us today.

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