Internal CEO Transition Coaching
→ How we do it 

Capturing and documenting ownership expectations, board dynamics and strategic direction

Clarifying the succession rationale and timeline

Defining the future CEO mandate, role-specific requirements and measurable success criteria

Assessing governance implications and stakeholder sensitivities

Agreeing on a clear project timeline, including defined assessment phases and decision milestones

Defining a structured internal evaluation framework

Identifying potential internal successors and relevant talent pools

Reviewing performance track record, leadership exposure and development trajectory

Conducting structured, in-depth personal dialogues with identified candidates

Assessing readiness level (ready now / ready soon / development required)

Creating a transparent comparison matrix based on predefined CEO criteria

Conducting structured interviews with shareholders and/or the board

Evaluating strategic fit, cultural authority and credibility within the organisation

Reviewing internal references and stakeholder feedback

Refining the ranking based on objective assessment logic

Structuring the final evaluation process

Supporting shareholders and board in reaching a clear, fact-based decision

Preparing communication logic and succession narrative

Aligning role definition during the transition phase (if incumbent CEO remains temporarily involved)

Structuring the handover process between outgoing and incoming CEO

Defining responsibilities, authority transfer and communication sequencing

Aligning key stakeholders internally and externally

Preparing the first 100-day framework

Supporting the integration and authority establishment phase

Conducting structured feedback discussions with shareholders and the new CEO

Optional sparring or coaching to stabilise leadership effectiveness