Leadership readiness at board and executive level
Most businesses know their critical roles are vulnerable. Fewer have a concrete plan for what happens if the CEO, CFO, or other key people leave sooner than expected. Leadership readiness means reducing risk before the situation becomes urgent.
Risks you can manage before they materialise
A leadership transition is rarely planned when it happens. Illness, a sudden departure, an unexpected opportunity with a competitor – and suddenly a critical role is vacant.
Being prepared does not mean anticipating everything. It means knowing who calls whom, which roles are most vulnerable, and which steps – interim management, search, or a board solution – are initiated when something happens.
What happens when there is no plan for critical roles
Lost momentum
Decisions are delayed and initiatives stall.
Organisational uncertainty
Uncertainty spreads when leadership is missing.
Rushed decisions
Time pressure increases the risk of a wrong hire.
Loss of value
Customers, partners, and the market notice the instability.
Which roles are most vulnerable?
What an assessment of your leadership readiness gives you
Risk overview
Which roles are most critical and most vulnerable.
A concrete plan
What is initiated, and by whom, when something happens.
Calm in the boardroom
Confidence that the situation can be handled quickly.
When is each solution the right choice?
When interim management is the right choice
The role is vacant now and operations need to be secured immediately. An experienced interim leader takes responsibility from day one while the lasting solution is determined.
Read about interim management →When executive search is the right choice
A permanent successor needs to be appointed, and the right match is critical. A thorough, confidential process without time pressure.
Read about search →When the board needs to act
Preparedness, control, and succession planning are the board’s responsibility. The board should ensure a plan is in place before the situation becomes urgent.
Read about the board →Often the answer is a combination: interim management first to secure operations, then search to find the right long-term solution.
What leaders and boards ask about
Is this not already the board’s responsibility? +
Yes – being prepared for critical leadership transitions is part of the board’s responsibility. We help the board make that responsibility concrete and actionable.
How long does an assessment take? +
An initial assessment can be started quickly. The scope is tailored to the size of the business and the number of critical roles.
Do we need an urgent need to get started? +
No – the point is to be prepared before the need arises. Of course, we also help when the situation is already urgent.