Member Thought Leadership
MEMBER:
Heidrick & Struggles
More than half of executives who lack confidence in their organization’s succession plan say that making CEO succession planning a more continuous, proactive process would make the most difference in positioning their organization well for the future.
This response reflects how CEO succession is widely understood today: an always-on element of enterprise risk management and long-term value creation.
The same logic applies beyond the CEO role; workforce planning is essentially succession planning at scale.
