Dear Reader
Leadership transitions are one of the highest-stakes moments an organisation can face. And yet nearly half of them fail within two years. (Entrepreneur, McKinsey).
When transitions falter, the consequences ripple:
- Team underperformance
- Rising disengagement
- Lost momentum at every level
That's why succession isn't administrative. It's strategic. And it's why boards must step up - not just to recruit, but to re-imagine the future.
Before you build a job description, pause and ask:
What’s the long-term vision?
What kind of impact are we really trying to have?
What are the core problems we solve and how do we solve them?
What kind of leadership do we need for our next phase of our journey?
I accompany boards on this journey ensuring strategy is part of the transition planning process. This process does more than clarify your mission, it becomes your roadmap for your next leader.
Once you see the full picture of what you're trying to achieve, you’ll know the skills, mindset, and experience you need to lead it.
Through Volante, I support boards and leaders to:
✔️ Invest time in strategy and alignment before jumping into recruitment
✔️ Build intentional, values-led transition plans - not just hire replacements
✔️ Test for cultural and strategic fit before Day 1
✔️ Mentor new CEOs into clarity, confidence, and the capacity to lead
If your organisation is preparing for a CEO or leadership transition - this is your moment to get it right.
Let’s make it more than a tick box exercise.
Let’s make it a moment of clarity, lift, and sustained impact.
Warmly,
Liz
Strategic Advisor | Former CEO | Founder, Volante
Based in Kenya, available globally
