Leadership Transitions
Leadership transitions are high-stakes events that can define the trajectory of an organization
Yet, even with the best intentions, many transitions don’t achieve their potential.
At ROAR, we believe that with the right approach, these transitions can be transformative moments that set a foundation for future success. Drawing on extensive experience and proven insight, we partner with boards and executive teams to ensure every transition is as seamless and impactful as possible.
Together, we turn pivotal changes into strategic opportunities for growth and alignment.
Why do leadership transitions fail?
An organization’s CEO is ready to leave or the board has decided it’s time for a change in leadership. A search begins or an appointment is made. Great candidates are considered and the board makes what they believe is the right choice. But months later, results aren’t tracking, confidence is crumbling and the organization is distracted. What is off?
Sadly, this is not uncommon. In fact, 40 per cent of transitions are disappointments in the first 12 to 18 months.
It doesn’t have to track this way.
At ROAR, we’ve dedicated years delivering what it takes to achieve a highly successful transition and strategic change. We work with boards and leaders to align our expertise with each organization’s unique needs and make sure it generates positive momentum and lasting impact.
What is most important in a vital leadership transition?
The answer requires thoughtful, intentional, dedicated collaboration and leadership.
Success will be found in leading the transition to advance the organization’s progress and reputation in key strategic efforts while further enhancing its relationships with key stakeholders, the confidence of the team, and the critical difference the organization makes in Canada and beyond.
We know that through the commitment and talent of the Board, the outgoing and incoming CEOs, senior executives and team members, the organization will achieve a successful transition of the CEO role.
We welcome the opportunity to present you with the advantages of integrating our expertise.
What happens when a CEO transition is on the horizon?
From the moment awareness exists of a CEO’s potential or impending exit, dynamics change.
Both the internal and external environments begin to adapt. Dynamics further shift when the incoming leader is named regardless of whether that is an internal promotion or external hire. Most organizations wisely focus significant effort on securing strong candidates and making a good selection decision.
Too often however, before, during and following the intensity of the search and selection process organizations do not plan or execute well throughout the transition period. Instead, shortcuts, gaps, delays, misdirected effort, and collateral exits are accepted as a normal outcome of complex transitions and timeframes.
At ROAR, we see this differently.
Loss of operational continuity and institutional knowledge is too costly and introduces too much risk. Our approach optimizes the transition period, ensures a great experience for all and supports better organizational performance sooner.
Designing a successful transition
Transitions are complex events, with unique dynamics and impacts. No two transitions are the same, but from our years of hands-on experience, we’ve discerned the common patterns and strategic opportunities.
With every client, we work together, adapt, adjust, and design a process that fits the organization’s challenges, expectations and unique circumstances. And we’re there, working with our clients, every step of the way.
The result is a process that works. A transition that works.
And a clear path to success for the board, the leaders, and the entire organization.