It's Up to the Board
Boards must approach succession plans in a meaningful, time-efficient manner.
This publication focuses particularly on board leaders. It provides a set of practical perspectives, hands-on tools, brief case studies, and useful resources to help board chairs, officers, and members take a proactive approach to preparing their organizations for a transition.
Boards must approach succession plans in a meaningful, time-efficient manner.
Succession planning is part of risk management and strategic planning.
Developing an emergency succession plan usually takes 15-20 hours of time spread over a few months.
Developing strategic leadership and departure-defined succession plans is more challenging, and is based on organizational values and direction.
Preparing for the generational differences and different leadership styles brought by younger leaders is an important reason to consider succession planning.
A leader’s departure is an opportunity to examine and redefine the way the organization does its work.
Another survey found that 75% of more than 1,900 executives polled planned to leave within five years.
