Recruitment
Succession Planning Questions
Have you developed a succession plan for your organisation? Answsering the following questions will certainly start the process for you.
December 12, 2025
Is it time for your Board to review CEO fit?
A regular structured check helps you understand whether your CEO is still the right leader.
We’ve created this simple checklist for Boards to use during governance reviews or strategic planning – or just to ensure you have the right CEO now and meet the needs of the future.
1. Mission, Purpose and Values Alignment
☐ Does the CEO consistently demonstrate commitment to the organisation’s mission?
☐ Do their decisions reflect the organisation’s values in action?
☐ Do staff and stakeholders see the CEO as a role model for culture?
☐ Does the CEO maintain focus on impact and community outcomes?
2. Strategic Leadership and Future Readiness
☐ Has the CEO set a clear, realistic and future-focused strategy?
☐ Are they able to anticipate sector changes, funding shifts and community needs?
☐ Do they balance long-term planning with day-to-day realities?
☐ Are they proactive about innovation rather than reactive to problems?
☐ Do they position the organisation to stay relevant in a changing environment?
4. Stakeholder and Community Engagement
☐ Does the CEO maintain strong relationships with key partners, funders and government?
☐ Are they respected by stakeholders for credibility and integrity?
☐ Do they build trust with volunteers, staff, clients and community groups?
☐ Are they effective at advocacy when required?
5. Organisational Culture and People Leadership
☐ Is staff engagement steady or improving under their leadership?
☐ Do people feel safe, valued and supported?
☐ Has the CEO built a capable, diverse and high-performing leadership team?
☐ Do they address underperformance quickly and fairly?
☐ Do they create a culture that reflects the mission and the community you serve?
6. Governance and Board Partnership
☐ Does the CEO provide clear, timely and accurate reporting to the Board?
☐ Do they bring issues forward early rather than late?
☐ Is communication open, honest and solution oriented?
☐ Does the CEO understand and respect governance boundaries?
☐ Do they seek Board input on the right matters, not everything or nothing?
7. Capability and Performance
☐ Has the CEO delivered on the strategic objectives set in the past 1–3 years?
☐ Have they navigated challenges (financial, people, operational) effectively?
☐ Are outcomes improving in key impact and operational areas?
☐ Does the CEO continue to grow in the role, or do they seem stretched or stagnant?
☐ Would you confidently rehire this CEO if the role were advertised today?
8. Adaptability and Change Leadership
☐ Does the CEO manage change calmly and with clarity?
☐ Are they able to bring the organisation with them during transitions?
☐ Do they adjust plans based on new information rather than sticking rigidly?
☐ Can they lead transformation while protecting organisational identity?
9. Alignment With the Future Needs of the Organisation
☐ Are the skills that got the organisation here the skills needed for the next stage?
☐ Does the CEO have the capability to lead the organisation through upcoming challenges?
☐ Is the organisation evolving faster than the CEO is developing?
☐ Is the CEO the right fit for both the current environment and the next 3–5 years?
10. Red Flags to Watch
☐ Declining staff morale or turnover in senior roles
☐ Breakdown in relationships with funders or partners
☐ Repeated financial surprises or poor forecasting
☐ Defensive behaviour with the Board or instability in communication
☐ A pattern of missed targets without clear reasoning or recovery plans
☐ Culture concerns that go unaddressed
11. Final Questions for the Board
☐ Is the organisation thriving under this CEO or simply coping?
☐ Are we confident in their ability to safeguard the mission and deliver impact?
☐ What would we regret not addressing now, if we looked back in 12 months?
☐ If the CEO stepped down tomorrow, would we see it as a loss or an opportunity?
Let’s connect people with purpose and create real change together. Call OnTalent on 07 3305 5807 to discuss your specific requirements.
Have you developed a succession plan for your organisation? Answsering the following questions will certainly start the process for you.
Do you rate yourself as an approachable and quality leader. Have you created a safe environment for people to talk.
Case Study Case Study Overview An established OnTalent client, Brisbane Youth Services (BYS) engaged us to identify a Clinical Services
"*" indicates required fields