A CEO Transition Means Time to Assess

One of the main factors driving transition for organizations is CEO succession. For our purposes, let’s assume that this is a planned event with sufficient notice and time to develop and manage the CEO succession process in a comprehensive manner.

The first step for the organization facing this type of transition is the ASSESS phase.

The organization has been presented with an opportunity to pause and carefully examine how they should move forward based on this change.

The assessment can be used to determine the skills, experience and job requirements for the new CEO.

It's also a time for the organization to assess the strategies it has chosen to pursue and make sure the organization remains focused and forward thinking during the transition.

Finally, transition provides an opportunity for the leadership team to assess how strong their leadership culture is and what attributes they need to enhance and develop during the transition.

YOUR ACTION STEPS

Developing strategies for transition requires your board and senior leadership team to work collaboratively and communicate effectively to achieve organizational goals. This can be a new challenge for some organizations.

Working through the organizational assessment process can be a very effective way to build rapport and trust and align priorities for all stakeholders. In addition, performing a comprehensive assessment will build the confidence and comfort that will prepare your organization for the next phase of transition which requires action.

Your ASSESS phase should include:

• Stakeholder Engagement: Getting input from key groups regarding the CEO position and organizational strategy and structure.
• Environmental Scan: Identifying changing business conditions that will inform strategic imperatives.
• Leadership Culture Survey: Understanding the current leadership culture, the desired leadership culture and the gaps that separate them.