Too many CEO exits are treated like terminations, not transitions. Organizations fall back on boilerplate legal language—don’t poach, don’t disclose, don’t disparage—rather than crafting a deliberate plan for continuity, culture, and leadership. As a board member, here’s how you can reinforce your organization’s identity and continuity during this crucial moment.
Reinforce with incentives. Align exit rewards with transition success. A structured glide path gives departing CEOs a reason to support their successor and stay engaged in a productive way.
Orchestrate the ending. Shape the farewell with care. To build confidence, craft a clear message about the departing CEO’s legacy, the incoming CEO’s value, and what comes next.
Keep alumni engaged. Treat former CEOs as assets, not threats. Stay intentional about how they remain involved (as advisors, ambassadors, and cultural carriers) to preserve culture and history without casting a shadow.
Use the moment to clarify direction. Don’t just replace a person—revisit the strategy. Transitions can be natural inflection points to reaffirm or reset what comes next.
Own the transition. Strong boards lead succession planning early. Avoid last-minute scrambles by making leadership continuity an ongoing, permanent part of strategy.
Tune into tomorrow’s tip for ways to gracefully exit a company as its CEO. |
