- By Sophie Pinkoski

Every so often, leaders need a break. Most of the time, this is managed through vacation time, creating boundaries, and prioritizing work-life balance. But sometimes, a CEO’s wellbeing needs more than these strategies to put their health first. This can mean taking a much-needed leave of absence.

The problem is the organization doesn’t stop when the CEO does.

Thus, a plan needs to be put in place to ensure operations can continue seamlessly while they’re gone. A continuity plan gives the board and executive team detailed guidelines to keep things running in the face of both planned leaves of absence and sudden emergencies. Leadership continuity is crucial for maintaining stability during these absences. The organization must be prepared to navigate this period without compromising its goals or losing momentum.

Without a solid plan in place, a CEO’s absence can lead to unsettling uncertainty. By proactively preparing for temporary leadership changes, you can minimize disruption, empower your team, and maintain the confidence of your stakeholders for your organization’s long-term resilience.

Here's what to consider when creating a leadership continuity plan to anticipate a leave of absence:

Determine a set timeline–– It’s important to determine how long the CEO intends to take their leave of absence. The length of their leave will determine the plans put in place to maintain operations. A significant piece of this is how long an acting or interim leader is expected to take on the role. Don’t automatically assume they are willing to take on the role for an extended period should the leave of absence expand beyond its original length of time. A firm end-date is ideal to manage the interim’s expectations. Check-ins between the board chair and acting or interim will also help keep both parties up to date on whether the acting or interim is still willing to carry on in the role.

Delegate tasks–– A short-term leave of less than 3 months can be a small enough period of time to delegate many of the CEO’s tasks to the executive team. This is a time where the acting or interim and board chair communicate frequently to ensure things remain on track while the interim navigates the complexities of the leadership role for the first time. Where the acting or interim CEO is an internal promotion, a 3 to 5-month leave of absence will require transitioning their original tasks to the rest of the team to give them the time and energy to focus solely on their leadership duties.

Remember that everyone already has their own responsibilities on top of delegated leadership tasks.

Be aware of who has capacity to take on more responsibilities. This can help evenly distribute tasks to the most competent individuals and circumvents the risk of burn-out within your team.

Communicate with transparency–– A longer 6 to 12 month leave of absence can leave your internal and external stakeholders uneasy about the organization’s trajectory without a permanent leader at its helm. Keep an open loop of frequent communication to ease their minds. When they receive regular transparent updates on where the organization stands, they can be confident in the organization being in competent hands. This builds trust and confidence in your organization’s leadership. Be sure you’re imparting information through the appropriate channels and at the right time.

Define your organization’s priorities––In a CEO’s absence, it’s easy to lose sight of the organization’s goals as individuals fall back on their own personal priorities. Remember to realign your team’s goals with the organization’s biggest priorities. There will be some remaining projects and deadlines that require completion during the CEO’s leave of absence. Defining priorities also creates a sense of purpose to strive toward so everyone knows what needs to be done. This focus on specific projects prevents confusion and keeps the team on task.

The acting or interim CEO will also require clarification on their leadership priorities, especially when it comes to the extent of their authority.

In the case of a leave of absence stretching beyond a year, the leadership continuity plan is going to resemble a permanent transition. At this stage, the acting or interim’s role might become less about maintaining the status quo and more about reassessing what changes the organization needs to succeed moving forward. This shift in focus might also get the ball rolling on identifying qualities needed for a new CEO if the current CEO’s leave of absence becomes a precursor to retirement or a resignation.

A well-prepared leadership continuity plan is essential for navigating a CEO's temporary absence. By clearly defining timelines, delegating responsibilities, and maintaining open communication, your organization can ensure smooth operations and sustained productivity. This proactive approach minimizes disruption, maintains stakeholder confidence, and underscores the organization’s resilience, proving that it can continue to thrive even when its top leader is temporarily unavailable.

Further Reading

16 Strategies For Seamless Team Functioning During Leader Absence, Forbes

When a CEO Leave of Absence Makes (Some) Sense, Korn Ferry

What Do You Do If You Need to Fill Leadership Positions Temporarily? LinkedIn

Interim Leadership: Can You Hire A Temporary CEO? Boardroom Advisors