Are you and the Board in agreement (on the roles that need to be filled, their competencies, and the time frame in which things need to be accomplished)?

Do you have agreed-upon criteria for how you’ll assess a prospect’s fit against the requirements of the position?

And, does your organization invest in the resources necessary to accelerate the success of your new leadership, either in preparation for the role or after they’re seated?


I’ve created a succession diagnostic to help you discern where you are in your planning and preparation.  Drop me a note at and I’ll send you a copy.