Leadership Transition
CEO transitions are high stakes.
We help boards and CEOs navigate them with confidence.
Why Leadership Transition Matters
A CEO transition can shake an organization. Senior leaders and staff want clarity. The board wants stability. The old CEO wants to protect their legacy. The new CEO wants to succeed.
Without structure, leadership transitions quickly become reactive. Gaps get filled with assumptions, issues surface late, organizational momentum stalls, and stress rises across the organization.
With thoughtful planning and steady execution, the outcome is entirely different. Everyone understands what’s happening, why it matters, and how to support the new CEO. The organization moves forward together.
That’s the experience we help create.
The Four Essentials of a Successful Arrival
Content
What the new CEO will actually need to know
Context
Why it matters and what will be coming next
Relationships
Who they must know and how trust will be built
Leadership
How their unique style and experience can be leveraged
The Takeaway: When these areas are intentionally supported, CEO onboarding accelerates and the new CEO can lead with confidence early on. That means your entire organization can move forward with minimal disruption.
Why CEO Transitions Fail
Research shows that approximately 40% of new CEOs leave or are removed within 18 months.
This failure is rarely due to leadership ability. It’s usually due to:
- Misaligned expectations between the board and the CEO
- Unclear priorities and decision-making
- Too much focus on the role, not enough on relationships
- Unspoken history or politics that the new CEO can’t see
Intentional CEO transition planning prevents:
- Knowledge gaps
- Early misunderstandings and relationship strain
- Culture whiplash
- Loss of momentum and reputational risk
A thoughtful transition plan doesn’t eliminate all risk, but it dramatically increases the likelihood that your new CEO will thrive.
How We Support Your Transition
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We work alongside boards, CEOs, and leadership teams from final selection to the first 3 or 6 months of the new CEO’s tenure. We do this by establishing and guiding two key teams inside the organization:
GO Team (Governance Oversight)
Launch Team (Operational Execution)
Our role is to guide both teams with structure, pacing, and confidential advisory — keeping the leadership transition on track without overloading the board or staff, and ensuring the incoming CEO is supported from day one.
Our Approach
Every organization’s context is different, but our approach typically follows four phases:
Phase 1 — Assess & Align
Phase 2 — Transition & Arrival Plan
Phase 3 — Guided Implementation
Phase 4 — Support & Sustain
Is outside support right for you?
Some boards want a light-touch advisor. Others want a more hands-on partner throughout the transition.
If you’re asking, “How much help do we really need?” — you don’t have to decide that alone. A short conversation can clarify whether you need a full transition partnership, small project support, or just an external sounding board during key moments.
"Having Jane Halford support the transition was very helpful. I would definitely use this approach again.” - Board Member
Leadership transition doesn't have to feel overwhelming.
Small, consistent steps build trust, clarity, and stability. Let’s talk about what support could look like for your organization.
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