CEO Transition

Succession planning is one of the CEO’s most difficult, complex, and uncertain endeavors − an activity that requires attention in three critical areas. First, succession planning should be treated as a comprehensive leadership transition that is executed ideally over a period of years, rather than months.  Second, a true partnership must be built between the board and the CEO.  And third, the rational, political, and emotional dynamics of succession must be managed with vigor.

Delta guides CEOs and their boards through every aspect of succession planning and certain elements of implementation by:

• Advising on and designing the overall approach and process
• Building the profile and requirements for the CEO and all future leaders of the organization, based on a shared perspective of the company’s future direction and likely external context
• Assessing the top-tier leaders against the new leadership model to establish the strengths and development areas of those leaders, individually and collectively
• Helping to develop internal candidates through leadership coaching
• Providing the data, analytical approaches, and insights to facilitate CEO and board discussions about potential successors
• Supporting the board and key individuals at critical points of transition (such as the CEO’s first and last 100 days)
• Supporting communication efforts with senior leaders and the entire organization to effect a smooth transition