Insight
One of a CEO’s most critical responsibilities is preparing for the next generation of leadership. Without succession planning, even the strongest companies can falter when change comes unexpectedly. Leadership continuity safeguards strategy, stability, and stakeholder confidence.
Key Strategies
1. Start Early – Succession planning should be a continuous process, not a crisis response.
2. Identify Potential Early – Spot high performers with leadership potential across all levels.
3. Develop Talent Intentionally – Provide stretch roles, mentorship, and executive exposure.
4. Engage the Board – Ensure alignment and transparency in succession discussions.
5. Blend Internal and External Talent – Balance fresh perspective with institutional knowledge.
CEO Leadership Actions
Review your leadership pipeline annually.
Coach your potential successors personally.
Make succession readiness part of performance metrics.
Actionable Tip
Identify one high-potential leader and assign them a strategic project to test readiness.
Why This Matters?
Succession planning isn’t about replacement—it’s about legacy. CEOs who build leadership pipelines ensure the business outlives their tenure.
About the Author
Ernest De-Graft Egyir, CEO advisor and Founding CEO of Chief Executives Network Ghana, convenes the Ghana CEO Summit and served on Ghana’s Economic Dialogue Planning Committee.
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