Every organization should have a succession plan for each key leadership role, and yet, most organizations are unprepared and even surprised when it happens. Organizations are so busy taking care of daily tasks, as well as unexpected situations that have them scurrying around such as COVID-19, that we are all hard pressed to look too far into the future to see who will be leading us. So, what happens? We wait for an employee to tell us they are moving; they are leaving for another position or they are retiring.

As CEO’s retire, they will leave a great void especially when an organization is unprepared. Board members are left with the dauting responsibility of finding, interviewing, and offering the position to the best candidate. There are few pieces missing when we work this way. Where is the celebrating of what the current CEO has accomplished?  Is there a time for mentoring the best candidate for CEO from within the organization who would benefit greatly by working side by side over a period of time? Could another leadership position be filled with the plan of moving that person into the CEO position and having valued time with the organization prior to stepping into leadership? It is about planning the process and possibilities without reacting and making a bad choice. It is not about choosing a person to fill the position, as much as it is about choosing the right person who is aligned with the organizations mission and has passion and energy to do so.

Sheryl Sandberg, COO of Facebook said; “Leadership is about making others better as a result of your presence and making sure that impact lasts in your absence”.

Divine Development and Leadership Group has the experience to help your organization identify transitioning of top leadership that balance trust, core values and future opportunities while celebrating past successes and the legacy created.