Succession planning is not a binder on a shelf
Succession planning is often treated as something to do once a departure is announced. In practice, it works best when the chief staff officer and board leadership prepare before the organization begins the process.
A useful readiness lens is the “four walls” foundation:
- Leadership support for the process
- Current job related, outcomes focused documentation
- An ongoing performance management system
- A commitment to professional development for staff, supported by an annual budget
Leadership support needs to be formal and sustained
Succession planning requires time, people, and money, and it is an investment that pays dividends. It also benefits from a formal board commitment so the work continues across board terms.
Many board leaders are understandably anxious about managing a major hiring process during their term. Succession planning reduces uncertainty by preparing staff to step into key roles and by mitigating disruption if an organization suddenly finds itself without staff.
Documentation is a continuity tool
Operational continuity depends on quickly locating the information that defines what the organization does and how it operates. That includes foundational documents and by laws, strategic and annual plans, budgets, committee terms of reference, job descriptions, board resolutions, and assigned outcomes for projects and tasks.
The risk is practical: in an emergency, people may not know where vital information is stored. In many organizations, information lives in memory and documents are scattered across systems and archives. A centralized repository helps ensure policies, success criteria, and key operational information are accessible and known to more than one person.
As an immediate step, a “successor file” can capture what a successor needs to know to do the job effectively in the near and medium term.
Want more insight and practical support?
If your organization is thinking about CEO succession in the next year or two, now is the right time to strengthen readiness, reduce risk, and create a clear path forward.
The Portage Group supports boards and executive leaders with:
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Succession planning readiness and planning support
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Leadership transition support
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Executive search support
Reach out to discuss your situation, learn more about our executive search practice, and inquire about our availability to offer a short online board training session on succession readiness.