CEO SUCCESSION PLANNING TEMPLATE

By Boardroom Metrics

Boardroom Metrics works with public, private and not-for-profit Boards on corporate governance effectiveness. CEO succession planning is vital because oversight of the CEO is one of the key roles of the Board of Directors. Along with CEO succession planning, Boardroom Metrics conducts Board and CEO evaluations for Boards interested in measuring and maximizing Board and CEO performance.

CEO Succession Planning Template

  1. Overview of the business next 5 – 7 years
    • Risks
    • Strategic priorities
    • Implications on leadership next 5 – 7 years

2. Leadership Criteria CEO Succession Planning – CEO Candidate Selection and Development (all criteria below are for example only)

    • Leadership Expertise (leadership skills the next CEO must have, ranked in order of importance)
      • Strategic Planning
      • Team Building
      • Performance Management
      • Public Speaking
      • Etc.
    • Functional Expertise (ie, functional expertise the next CEO must have, ranked in order of importance)
      •  Finance
      •  HR
      •  Marketing
      • Business Development
      •  Legal
      • Etc.
    • Industry-Specific Expertise (ie, industry expertise the CEO must have)
      • Corporate
      • Association
      • Advocacy
      • Etc.
    • Leadership, Functional and Industry Career Path Experience (ie, what actual experience/exposure through their careers should CEO candidates have)
      • Industry
      • Leadership
      • Functions
    • Psychometric Testing Criteria
      • Trust
      • Determination
      • Patience
      • Empathy
      • Decision Making
      • Etc.

3. Candidates for CEO Succession Planning

    • Currently ready (minimum 9 out of 10 all criteria)
      • Name
      • Ranking
    • Near Term Candidates (1 – 3 years) (minimum 8 out of 10 all criteria)
      • Name
      • Ranking
      • Development Required
      • Development Plan
        1. Leadership expertise
        2. Functional expertise
        3. Industry expertise
        4. Career path
        5. Attitude
        6. Other
    • Future Candidates (3 – 5 years) (minimum 8 out of 10 all criteria)
      • Name
      • Ranking
      • Development Required
      • Development Plan
        1. Leadership expertise
        2. Functional expertise
        3. Industry expertise
        4. Career path
        5. Attitude
        6. Other