It’s all about the timing. Don’t leave it late.
Leadership is a relay race. To whom will the baton be passed?
Leadership is a relay race, and too many organisations start thinking about the handover when it's already overdue. Excellence Enablers' succession planning service helps boards and leadership teams plan the transition well in advance, rather than scrambling under pressure when a CEO or chairperson departs. We work with organisations to identify and develop successor candidates, define clear criteria for board succession, and build the governance discipline needed to make transitions smooth rather than disruptive. Timing is everything in leadership transition — done early, it protects continuity; left too late, it becomes a crisis.
For further details, please contact Ms. Divyani Garg at d.garg@excellenceenablers.in or click here.
Leadership succession, especially at the CEO and at the Board level, has a direct impact on business continuity and shareholder value. Succession planning is planning for the future. Boards, through their Nomination and Remuneration Committees, are expected to own this process.
Persons at senior levels can have planned or unplanned exits. This includes Directors, CEOs and CFOs. A number of Boards wait to plan for succession only when a transition is impending, or when terms of Directors are about to end. This can be disruptive. Ideally, Boards should continue to have succession planning on their agenda, even if there is no imminent departure expected.
It involves an assessment of the leadership pipeline, defined criteria for key roles, an emergency or interim succession protocol, and an ongoing framework for the Board to review readiness rather than treating it as a one-off exercise. For the Board, it is about having identified the skillsets that the next Director should bring, and identifying persons with those attributes in mind.
Ideally, the process should be continuous. Boards are increasingly expected to review succession readiness for key roles at least once a year, well before any transition is on the horizon.
Succession planning covers all of these. Proper succession planning covers not only the senior management persons, but also Directors, so that there are identified Director(s) can replace an existing Director as soon as she/he leaves the Board.
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