CEO succession planning is the board’s most important objective and the cornerstone of any business that lasts. But the stakes are high. The wrong choice can cost millions of dollars in lost revenue, lost momentum and lost reputation. And with tenures shortening, succession events are coming around faster and more often.

At Sterling Black, we use a data-driven process for identifying and developing ‘ready-now’ CEO candidates within your organisation. Whether you’re facing a sudden transition crisis or you want to futureproof leadership continuity, our team of succession experts can help. We’ll provide you with the data, the confidence and the decision support to select the right CEO for your company.

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We can help you with:

Immediate assistance with unplanned CEO change
Short and long-term CEO succession planning
Objective benchmarking of internal & external candidates
CEO skills development programs for candidates

Why choose Sterling Black?

Top-tier international experience

We have 30+ years of experience with many international CEO succession assignments. Our best practice methodologies and approaches make us the gold standard in CEO assessment and development.

Experts in building CEO capability

We’re experts in CEO-level leadership. We have a deep understanding of the experience, skills and techniques that enable successful CEOs, and a tried-and-tested methodology for teaching them to potential successors.

Tailored solutions backed by data

 Our sole focus is on helping you find the best CEO for your organisation. Whatever your situation, you can trust that we’ll provide best-practice advice and an unbiased, data-driven solution to fit your needs. 

Our approach

Advice on the right CEO succession planning process for your organisation

Facilitation of a custom CEO assessment model

Development of high potential candidates

Development progress update

Facilitation of talent review with the board

Final selection methodology, including external candidates

Our clients

Recent Sterling Insights

Why succession planning fails: 6 board-level mistakes to avoid
Why succession planning fails: 6 board-level mistakes to avoid

Summary To avoid the pitfalls of failed succession planning, boards should: Start early – at least 2 years, but ideally 3–5 years, before a transition. Treat succession as a development process, not...

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Is “so” the new “um”? What leaders need to know about filler words
Is “so” the new “um”? What leaders need to know about filler words

Most corporate leaders know to avoid classic filler words like “um” and “uh”. But a subtler verbal tic is quietly eroding executive presence in boardroom briefings, keynote speeches and investor...

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4 common mistakes new CEOs make + how to avoid them
4 common mistakes new CEOs make + how to avoid them

As a new CEO, you’ll likely face a range of challenges that can potentially derail your success. From poor communication to micromanagement, these common mistakes can undermine your leadership and...

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