OO;;OIO;IOIOIrisk, maximize value, and prepare for a seamless leadership transition.OI
Effective CEO succession planning is crucial for maintaining organisational stability and shareholder value. Conversely, inadequate planning can lead to significant financial losses and operational disruptions. Here are six compelling facts highlighting the costs associated with poor CEO succession planning:
20% rate of force turnovers
Indicate poor choices for CEOs Overall rate of forced turnovers for CEOs across the S&P 2500 from ethical lapses, financial performance, shareholder demand PwC
$112 billion cost of forced succession
Large companies that underwent forced succession would have generated $112 billion more in market value had they planned the succession better – strategy and business
40% Failure Rate of new CEOs
Approximately 40% of new CEOs fail to meet performance expectations within the first 18 months, often due to inadequate succession planning and poor transition. McKinsey
32.5% reduction in turnover costs if succession plans in place Columbia Law School study of Top 3000 US firms
7% of the total number of S&P 1500 CEOs are female. Spencer Stuart
These statistics underscore the profound financial and operational consequences of inadequate CEO succession planning, emphasising the necessity for proactive and strategic approaches to leadership transitions.
Conduct stakeholder interviews to define future leadership needs, identify key capabilities, design the assessment process, and align with an independent search strategy.
Conduct 3-5 in-depth sessions per candidate, gather 360-degree feedback from key stakeholders, incorporate psychometric assessments, and provide a comprehensive 20-page readiness report.
Develop a tailored growth plan, facilitate Board and stakeholder exposure, provide hands-on coaching, broaden perspectives through cross-industry experiences, and refine strategic insights for leadership readiness.
Guide the Board in candidate selection, develop communication strategies, support non-selected candidates, and orchestrate a seamless executive transition with structured onboarding and strategic planning.
With 35 years of experience, I have led CEO succession.
And C-Suite transition development strategies for over 30 organisations, including ASX’s top 10, 20, and 40 companies—both as an external consultant and Chief People Officer. My approach integrates strategy, execution, leadership development, and psychology to ensure a seamless transition.
As a Stanford MBA and Booz-Allen-trained strategist, I help executives simplify complexity and shape future-ready strategies. My experience in large-scale execution, including the Sydney Olympics, allows me to assess how well leaders turn vision into action. Having worked across 20 industries, I’ve built leadership pipelines and shaped strong organisational cultures. As an accredited psychotherapist, I also bring deep insight into executive well-being, helping leaders navigate high-stakes transitions with clarity and confidence.
Succession planning isn’t just about filling a role; it’s about securing your organisation’s future.
Other services Katharine offers…
We underestimate the impact on others and the results of the way we use our minds, the way we talk to ourselves, and the way we focus the “washing machine” of our thoughts. How can we quiet the mind, choose the thoughts we want to listen to and stay clear on the intention we want to have?
How do we navigate in a time of increasing confusion about the way the world is working and will work? How do we quiet the “monkey” mind we all have as humans so that we can take the next right step.
