Emerging Executive Transition Practices for Broadening an Executive’s Network and Career Plan.

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Stephanie Quarls
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Wowledge Expert Team
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This guide is part of a progression set comprised of Core, Advanced, and Emerging Executive Transition practices.

What it is

Gone are the days of ‘40 years of service’ and staying in roles for 8+ years. A recent HBR article stated that the average tenure for C-suite executives lasts only 4.2 years. This demands considering the amount of constant turnover, change, and movement it creates in an organization, especially in large companies. If the various business functions don’t have a strong foundation in things like company culture and organizational planning, this can be disastrous. 

With so much disruption, an executive can serve a critical part in making transitions as smooth and thoughtful as possible. However, this doesn’t happen overnight. This can take years of thoughtful planning and decision-making to ensure success. Further, the executive themselves should consider where they might want to land in approximately 4.2 years, and how they need to prepare to get there. This will take an executive through not only expanding their networks and considering their next career moves but also partnering with the business to support a smooth succession process and ensuring that the team they leave behind is comfortably operating within the company’s culture.

Why use it

Although 4 years may seem like plenty of time, the various phases of onboarding and ramp-up time, operational run time, and then handover time seems to pass in a flash. An executive has a great opportunity to be a part of shaping the future for themselves and their team, but it will take careful planning from the start to ensure success. Further, most companies expect the executive to have a hand in things like succession planning and expanding external partnerships. These serve to benefit all parties involved (both the executive and the organization) so they are worth doing well from the start. This progression level will provide the executive with concrete steps to ensure a smooth transition and a well-thought-through plan for their next career transition.

Practice guides at this level

Developing external ecosystems and partnerships to create a support network and springboard for new ideas.

Assessing existing and identifying new potential partnerships that can be leveraged to increase business results and stay up to date on the latest trends in the market.

Shaping company culture and the employee experience to enhance alignment and impact on desired outcomes.

Understanding the corporate culture and how well the new team aligns (or not) to drive increased business and talent outcomes.

Crafting a succession plan for the future to extend the executive’s legacy and smooth future transitions.

Evaluating potential replacements and their development needs/plans well in advance of a future move.

Mapping out future career moves and a personal development plan to prepare for new opportunities.

Considering how to best maximize the presence in the new role and set both the executive and the company up for future success.

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