{"id":3135,"date":"2024-08-07T17:10:50","date_gmt":"2024-08-07T21:10:50","guid":{"rendered":"https:\/\/masseyhenry.com\/?p=3135"},"modified":"2026-05-15T13:30:31","modified_gmt":"2026-05-15T17:30:31","slug":"ensuring-effective-leadership-change-management-through-ceo-transition","status":"publish","type":"post","link":"https:\/\/masseyhenry.com\/fr\/ensuring-effective-leadership-change-management-through-ceo-transition\/","title":{"rendered":"CEO Transition &#038; Onboarding: Ensuring effective leadership change management"},"content":{"rendered":"<div class=\"et_pb_section_0 et_pb_section et_section_regular et_block_section\"><div class=\"et_pb_row_0 et_pb_row et_block_row\"><div class=\"et_pb_column_0 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_image_0 et_pb_image et_pb_module et_block_module\"><span class=\"et_pb_image_wrap\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/08\/AdobeStock_268154276-2-scaled.jpeg\" width=\"2560\" height=\"951\" srcset=\"https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/08\/AdobeStock_268154276-2-scaled.jpeg 2560w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/08\/AdobeStock_268154276-2-1280x476.jpeg 1280w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/08\/AdobeStock_268154276-2-980x364.jpeg 980w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/08\/AdobeStock_268154276-2-480x178.jpeg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) and (max-width: 1280px) 1280px, (min-width: 1281px) 2560px, 100vw\" class=\"wp-image-3226\" title=\"AdobeStock_268154276\" \/><\/span><\/div><div class=\"et_pb_text_0 et_pb_text et_pb_bg_layout_light et_animated et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h2 class=\"cvGsUA direction-ltr align-start para-style-body\">The transition to a new CEO is a critical period in an organization's lifecycle, influencing strategic direction, operational stability, and stakeholder alignment.<\/h2>\n<p class=\"cvGsUA direction-ltr align-justify para-style-body\">In this report, we examine:<\/p>\n<blockquote>\n<ul>\n<li><strong>Best practices for managing CEO transitions<\/strong> and effective onboarding processes.<\/li>\n<li><strong>Strategies for addressing critical transition challenges<\/strong>, such as cultural misalignment, communication<br \/>gaps, and the pressure for immediate results.<\/li>\n<li><strong>Strategic recommendations<\/strong> to ensure continuity and long-term organizational success.<\/li>\n<\/ul>\n<\/blockquote>\n<\/div><\/div><div class=\"et_pb_testimonial_0 et_pb_testimonial et_pb_bg_layout_light et_animated et_pb_module et_block_module\"><div class=\"et_pb_testimonial_inner\"><div class=\"et_pb_testimonial_portrait\"><img loading=\"lazy\" decoding=\"async\" alt=\"\" src=\"https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/07\/Garry-Foster_web.jpg\" width=\"344\" height=\"344\" srcset=\"https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/07\/Garry-Foster_web.jpg 344w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/07\/Garry-Foster_web-300x300.jpg 300w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/07\/Garry-Foster_web-150x150.jpg 150w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/07\/Garry-Foster_web-12x12.jpg 12w\" sizes=\"(max-width: 344px) 100vw, 344px\" class=\"wp-image-3143\" \/><\/div><div class=\"et_pb_testimonial_description\"><div class=\"et_pb_testimonial_description_inner\"><div class=\"et_pb_testimonial_content\"><p>Successfully navigating a CEO transition process is vital for maintaining strategic direction, operational stability, and stakeholder trust.<\/p>\n<p>Our Board partnered with Massey Henry to implement a well-defined CEO transition strategy, emphasizing change management, active board involvement, and clear strategic communication. Ultimately, this approach ensured a solid foundation for our new CEO, while positioning our organization for continued<br \/>growth.<\/p>\n<\/div><\/div><div class=\"et_pb_testimonial_author\">Garry Foster<\/div><div class=\"et_pb_testimonial_meta\"><span class=\"et_pb_testimonial_company\">Board Chair, Payments Canada<\/span><\/div><\/div><\/div><\/div><div class=\"et_pb_cta_0 et_pb_promo et_pb_bg_layout_dark et_clickable et_pb_module et_block_module\"><div class=\"et_pb_promo_description\"><div class=\"et_pb_promo_content\"><p>Our latest report examines strategies for managing CEO transitions and strategic recommendations to ensure long-term organizational success.<\/p>\n<\/div><\/div><div class=\"et_pb_button_wrapper\"><a class=\"et_pb_button et_pb_promo_button\" target=\"_blank\" href=\"https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/08\/June-2024-CEO-Transition-Onboarding.pdf\" rel=\"noreferrer\">Download Now<\/a><\/div><\/div><div class=\"et_pb_divider_0 et_pb_divider_hidden et_pb_space et_pb_divider_position_top et_clickable et_pb_module\"><div class=\"et_pb_divider_internal\"><\/div><\/div><div class=\"et_pb_image_1 et_pb_image et_pb_module et_block_module\"><a href=\"https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/08\/June-2024-CEO-Transition-Onboarding.pdf\" target=\"_blank\"><span class=\"et_pb_image_wrap\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/08\/June-2024-FINAL-CEO-Transition-Onboarding-1-scaled.jpg\" width=\"2560\" height=\"1280\" srcset=\"https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/08\/June-2024-FINAL-CEO-Transition-Onboarding-1-scaled.jpg 2560w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/08\/June-2024-FINAL-CEO-Transition-Onboarding-1-1280x640.jpg 1280w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/08\/June-2024-FINAL-CEO-Transition-Onboarding-1-980x490.jpg 980w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2024\/08\/June-2024-FINAL-CEO-Transition-Onboarding-1-480x240.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) and (max-width: 1280px) 1280px, (min-width: 1281px) 2560px, 100vw\" class=\"wp-image-3190\" title=\"June 2024 - FINAL - CEO Transition &amp; Onboarding\" \/><\/span><\/a><\/div><\/div><\/div><div class=\"et_pb_row_1 et_pb_row et_block_row\"><div class=\"et_pb_column_1 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_divider_1 et_pb_divider et_pb_space et_pb_divider_position_top et_pb_module\"><div class=\"et_pb_divider_internal\"><\/div><\/div><div class=\"et_pb_text_1 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h4><strong>Introduction<\/strong><\/h4>\n<p><span style=\"font-size: 14px;\">The transition to a new CEO is a critical inflection point for any financial services organization.<\/span><\/p>\n<p class=\"cvGsUA direction-ltr align-justify para-style-body\"><span style=\"font-size: 14px;\">The incumbent CEO\u2019s departure and the onboarding of a new leader significantly impacts the organization\u2019s strategic direction, operational stability, and stakeholder alignment. To ensure continuity and organizational success, it is critical to implement best practices for managing the transition process and implementing effective onboarding.<\/span><\/p>\n<p class=\"cvGsUA direction-ltr align-start para-style-body\"><span class=\"OYPEnA text-decoration-none text-strikethrough-none\">Several meaningful market opportunities, however, are becoming available to asset managers and the wider investment industry.<\/span><\/p>\n<\/div><\/div><div class=\"et_pb_blurb_0 et_pb_blurb et_pb_bg_layout_light et_pb_blurb_position_left et_animated et_pb_module et_block_module\"><div class=\"et_pb_blurb_content\"><div class=\"et_pb_blurb_container\"><div class=\"et_pb_blurb_description\"><h3 class=\"cvGsUA direction-ltr align-start para-style-body\">The incumbent CEO\u2019s departure and the<br \/>\nonboarding of a new leader significantly<br \/>\nimpacts the organization\u2019s strategic direction, operational stability, and stakeholder alignment.<\/h3>\n<\/div><\/div><\/div><\/div><div class=\"et_pb_divider_2 et_pb_divider et_pb_space et_pb_divider_position_top et_pb_module\"><div class=\"et_pb_divider_internal\"><\/div><\/div><div class=\"et_pb_text_2 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h4><strong><span class=\"OYPEnA text-decoration-none text-strikethrough-none\">The Impact of CEO Transition on Key Leadership Priorities<\/span><\/strong><\/h4>\n<p><span class=\"OYPEnA text-decoration-none text-strikethrough-none\">Transitioning to a new CEO is an intricate process, requiring meticulous planning and execution. This realignment can significantly impact the following priorities for executive leaders:<\/span><\/p>\n<\/div><\/div><div class=\"et_pb_toggle_0 et_pb_toggle et_pb_toggle_item et_pb_toggle_close et_pb_module et_block_module\"><h5 class=\"et_pb_toggle_title\">1) Organizational Performance<\/h5><div class=\"et_pb_toggle_content clearfix\"><p><strong>A poorly managed transition can lead to disruptions in operations<\/strong>, loss of key personnel, and a decline in overall performance. Conversely, a well-managed transition can enable the organization to quickly adapt to a new leader and focus teams on achieving new or ongoing objectives.<\/p>\n<\/div><\/div><div class=\"et_pb_toggle_1 et_pb_toggle et_pb_toggle_item et_pb_toggle_close et_pb_module et_block_module\"><h5 class=\"et_pb_toggle_title\">2) Stakeholder Confidence<\/h5><div class=\"et_pb_toggle_content clearfix\"><p><strong>Well-organized and clearly communicated CEO transitions build confidence<\/strong> among stakeholders, including employees, customers, business partners, and industry regulators.<\/p>\n<\/div><\/div><div class=\"et_pb_toggle_2 et_pb_toggle et_pb_toggle_item et_pb_toggle_close et_pb_module et_block_module\"><h5 class=\"et_pb_toggle_title\">3) Strategic Continuity and Renewal<\/h5><div class=\"et_pb_toggle_content clearfix\"><p><strong>It is vital to ensure the appropriate balance between strategic continuity and the introduction of new strategic or operational initiatives<\/strong>. A new CEO must align new priorities and objectives with the organization\u2019s established vision and long-term goals to maintain momentum. If the CEO\u2019s mandate is to significantly depart from the existing vision and long-term strategy, the onboarding and transition process must reflect this consideration.<\/p>\n<\/div><\/div><div class=\"et_pb_divider_3 et_pb_divider et_pb_space et_pb_divider_position_top et_pb_module\"><div class=\"et_pb_divider_internal\"><\/div><\/div><div class=\"et_pb_text_3 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h4><strong><span class=\"OYPEnA text-decoration-none text-strikethrough-none\">Planning for a CEO Transition<\/span><\/strong><\/h4>\n<p>Successful CEO transitions necessitate ongoing succession planning, active board involvement, and a clear communication strategy to manage expectations and ensure alignment with the company\u2019s strategic goals.<\/p>\n<\/div><\/div><div class=\"et_pb_blurb_1 et_pb_blurb et_pb_bg_layout_light et_pb_blurb_position_left et_animated et_pb_module et_block_module\"><div class=\"et_pb_blurb_content\"><div class=\"et_pb_blurb_container\"><h4 class=\"et_pb_module_header\">Succession Planning<\/h4><div class=\"et_pb_blurb_description\"><p>Succession planning should be an ongoing process rather than a reaction to an imminent or unplanned departure. Organizations benefit from identifying potential internal and external candidates well in advance and developing internal talent through leadership programs to ensure a pipeline of qualified candidates. High-level succession planning should begin shortly after the onboarding of a new CEO.<\/p>\n<\/div><\/div><\/div><\/div><div class=\"et_pb_blurb_2 et_pb_blurb et_pb_bg_layout_light et_pb_blurb_position_left et_animated et_pb_module et_block_module\"><div class=\"et_pb_blurb_content\"><div class=\"et_pb_blurb_container\"><h4 class=\"et_pb_module_header\">Board Involvement: <\/h4><div class=\"et_pb_blurb_description\"><p>The board plays an important role in the CEO transition process. In particular, they must be actively involved in the CEO selection process, providing oversight and ensuring alignment with the company\u2019s broader strategic goals. The Board's involvement also contributes to continuity (e.g., appointing an interim CEO), managing stakeholder communications, and ensuring transparency with the incoming CEO as they transition into the role.<\/p>\n<\/div><\/div><\/div><\/div><div class=\"et_pb_blurb_3 et_pb_blurb et_pb_bg_layout_light et_pb_blurb_position_left et_animated et_pb_module et_block_module\"><div class=\"et_pb_blurb_content\"><div class=\"et_pb_blurb_container\"><h4 class=\"et_pb_module_header\">Communication Style<\/h4><div class=\"et_pb_blurb_description\"><p>Transparent and strategic communication is of the utmost importance. Announcing the transition internally and externally with clear and purposeful messaging helps manage the expectations of all stakeholders. Internally, this maintains morale, reduces uncertainty, and ensures a smooth transition. Externally, deliberate and strategic messaging can help maintain market confidence and reputation, as well as mitigate the impact on stakeholder relationships.<\/p>\n<\/div><\/div><\/div><\/div><div class=\"et_pb_divider_4 et_pb_divider et_pb_space et_pb_divider_position_top et_pb_module\"><div class=\"et_pb_divider_internal\"><\/div><\/div><div class=\"et_pb_text_4 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h4><strong>CEO Onboarding<\/strong><\/h4>\n<p class=\"cvGsUA direction-ltr align-start para-style-body\">Upon selecting a new CEO, a comprehensive onboarding process is essential to ensure they can commence their leadership tenure on a strong foundation. Effective onboarding should encompass the following components:<\/p>\n<p class=\"cvGsUA direction-ltr align-start para-style-body\">\n<\/div><\/div><div class=\"et_pb_toggle_3 et_pb_toggle et_pb_toggle_item et_pb_toggle_close et_pb_module et_block_module\"><h5 class=\"et_pb_toggle_title\">1) Pre-Start Preparation<\/h5><div class=\"et_pb_toggle_content clearfix\"><p>Before the official start date, the new CEO should receive extensive information about the company, including strategic plans, financial performance, organizational structure, and briefs on key issues. Meetings should also be arranged with members of the board, key executives, and major stakeholders.<\/p>\n<\/div><\/div><div class=\"et_pb_toggle_4 et_pb_toggle et_pb_toggle_item et_pb_toggle_close et_pb_module et_block_module\"><h5 class=\"et_pb_toggle_title\">2) Introduction to Culture<\/h5><div class=\"et_pb_toggle_content clearfix\"><p>Understanding the company\u2019s culture is critical for the new CEO, encompassing its values, norms, and \u2018unwritten\u2019 rules. Cultural alignment significantly impacts the new leader\u2019s effectiveness and acceptance within the organization.<\/p>\n<\/div><\/div><div class=\"et_pb_toggle_5 et_pb_toggle et_pb_toggle_item et_pb_toggle_close et_pb_module et_block_module\"><h5 class=\"et_pb_toggle_title\">3) Strategic and Organizational Orientation<\/h5><div class=\"et_pb_toggle_content clearfix\"><p>The new CEO should be briefed on the company\u2019s strategic initiatives and long-term goals. This ensures alignment with the company's direction and enables them to drive these initiatives forward.<\/p>\n<\/div><\/div><div class=\"et_pb_toggle_6 et_pb_toggle et_pb_toggle_item et_pb_toggle_close et_pb_module et_block_module\"><h5 class=\"et_pb_toggle_title\">4) Building Relationships<\/h5><div class=\"et_pb_toggle_content clearfix\"><p>Establishing strong relationships with the board, executive team, and key stakeholders is paramount, particularly within the first 90 days. These relationships form the foundation of the CEO\u2019s internal and external support network and need to be cultivated from the outset.<\/p>\n<\/div><\/div><div class=\"et_pb_toggle_7 et_pb_toggle et_pb_toggle_item et_pb_toggle_close et_pb_module et_block_module\"><h5 class=\"et_pb_toggle_title\">5) Performance Expectations<\/h5><div class=\"et_pb_toggle_content clearfix\"><p>The board and other key stakeholders must clearly define and communicate performance metrics and other key expectations to the new CEO. These expectations provide a roadmap for the initial strategic decisions made by the new leader, helping them focus on critical areas requiring immediate attention.<\/p>\n<\/div><\/div><div class=\"et_pb_blurb_4 et_pb_blurb et_pb_bg_layout_light et_pb_blurb_position_left et_animated et_pb_module et_block_module\"><div class=\"et_pb_blurb_content\"><div class=\"et_pb_blurb_container\"><div class=\"et_pb_blurb_description\"><p>Establishing strong relationships with the board, executive team, and key stakeholders is paramount, particularly <strong>within the first 90 days.<\/strong><\/p>\n<\/div><\/div><\/div><\/div><div class=\"et_pb_divider_5 et_pb_divider et_pb_space et_pb_divider_position_top et_pb_module\"><div class=\"et_pb_divider_internal\"><\/div><\/div><div class=\"et_pb_text_5 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h4><strong><span class=\"OYPEnA text-decoration-none text-strikethrough-none\">Post-Transition Success Factors<\/span><\/strong><\/h4>\n<p>Following a CEO transition, ensuring the new leader\u2019s long term success hinges on several key factors. These include initiating high-level succession planning, clearly articulating a strategic vision, optimizing organizational culture, and fostering transparent and inclusive communication from day one.<\/p>\n<\/div><\/div><div class=\"et_pb_toggle_8 et_pb_toggle et_pb_toggle_item et_pb_toggle_close et_pb_module et_block_module\"><h5 class=\"et_pb_toggle_title\">1) Internal Succession<\/h5><div class=\"et_pb_toggle_content clearfix\"><p>High-level succession planning should begin shortly after the onboarding of a new CEO. Organizations benefit significantly from identifying and developing internal candidates with a robust understanding of the organization\u2019s culture and operations. Candidates under consideration must also demonstrate the gravitas to serve as the \u2018face\u2019 of the organization and influence key stakeholders.<\/p>\n<\/div><\/div><div class=\"et_pb_toggle_9 et_pb_toggle et_pb_toggle_item et_pb_toggle_close et_pb_module et_block_module\"><h5 class=\"et_pb_toggle_title\">2) Strategic Vision<\/h5><div class=\"et_pb_toggle_content clearfix\"><p>The new CEO must develop and effectively communicate a clear and compelling vision for the organization that aligns with its long-term goals.<\/p>\n<\/div><\/div><div class=\"et_pb_toggle_10 et_pb_toggle et_pb_toggle_item et_pb_toggle_close et_pb_module et_block_module\"><h5 class=\"et_pb_toggle_title\">3) Cultural Optimization<\/h5><div class=\"et_pb_toggle_content clearfix\"><p>The CEO must preserve the cultural attributes that contributed to the organization\u2019s past success while emphasizing and nurturing other attributes essential to future strategic objectives.<\/p>\n<\/div><\/div><div class=\"et_pb_toggle_11 et_pb_toggle et_pb_toggle_item et_pb_toggle_close et_pb_module et_block_module\"><h5 class=\"et_pb_toggle_title\">4) Communication and Engagement<\/h5><div class=\"et_pb_toggle_content clearfix\"><p>Regardless of the organization\u2019s unique opportunities and challenges, the new CEO must demonstrate a transparent and inclusive communication style to establish trust and engagement among employees and stakeholders.<\/p>\n<\/div><\/div><div class=\"et_pb_divider_6 et_pb_divider et_pb_space et_pb_divider_position_top et_pb_module\"><div class=\"et_pb_divider_internal\"><\/div><\/div><div class=\"et_pb_text_6 et_pb_text et_pb_bg_layout_light et_pb_module et_block_module\"><div class=\"et_pb_text_inner\"><h4><strong>The Bottom Line<\/strong><\/h4>\n<ul>\n<li>The CEO transition process profoundly influences an organization\u2019s strategic direction, operational stability, and alignment with stakeholders.<\/li>\n<li>Achieving a successful transition demands meticulous planning, ongoing succession planning, proactive board engagement, and a transparent communication strategy.<\/li>\n<li>Effectively managing challenges such as cultural misalignment, communication gaps, and the pressure for immediate results is critical.<\/li>\n<\/ul>\n<\/div><\/div><div class=\"et_pb_blurb_5 et_pb_blurb et_pb_bg_layout_light et_pb_blurb_position_left et_pb_module et_block_module\"><div class=\"et_pb_blurb_content\"><div class=\"et_pb_blurb_container\"><div class=\"et_pb_blurb_description\"><p>By adhering to these best practices, leadership teams can ensure a <strong>seamless and effective leadership transition process<\/strong>, securing the continued success and growth of both the new CEO, and the organization.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><div class=\"et_pb_row_2 et_pb_row et_block_row\"><div class=\"et_pb_column_2 et_pb_column et_pb_column_4_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_divider_7 et_pb_divider et_pb_space et_pb_divider_position_top et_pb_module\"><div class=\"et_pb_divider_internal\"><\/div><\/div><div class=\"et_pb_team_member_0 et_pb_team_member et_pb_team_member_no_image et_pb_bg_layout_light et_pb_text_align_justified et_pb_module et_flex_module\"><div class=\"et_pb_team_member_description\"><h4 class=\"et_pb_module_header\">\u00c0 propos de Massey Henry<\/h4><p class=\"et_pb_member_position\">Executive Search, Coaching, Assessment, and Advisory Services<\/p><div class=\"et_pb_team_member_description_content\"><p>Massey Henry is one of North America\u2019s leading executive search and board advisory firms<strong> exclusively serving the financial services sector.<\/strong> With an experienced team of former industry leaders and talent management specialists, the firm combines innovative technology with in-depth sector expertise to provide clients with full-scope executive search, talent assessment, coaching, and leadership advisory services. <\/p>\n<\/div><\/div><\/div><ul class=\"et_pb_social_media_follow_0 et_pb_social_media_follow clearfix et_pb_bg_layout_light has_follow_button et_pb_module et_block_module\"><li class=\"et_pb_social_media_follow_network_0 et_pb_social_media_follow_network et_pb_social_icon et_pb_social_network_link et-social-linkedin et_pb_module et_flex_module\"><a href=\"https:\/\/www.linkedin.com\/company\/massey-henry\/?viewAsMember=true\" class=\"icon\" target=\"_self\" title=\"Follow on Linkedin\" rel=\"noopener\"><span class=\"et_pb_social_media_follow_network_name\">Follow<\/span><\/a><a class=\"follow_button\" href=\"https:\/\/www.linkedin.com\/company\/massey-henry\/?viewAsMember=true\" target=\"_self\" title=\"Follow on Linkedin\" rel=\"noopener\">Follow<\/a><\/li><\/ul><div class=\"et_pb_divider_8 et_pb_divider et_pb_space et_pb_divider_position_top et_pb_module\"><div class=\"et_pb_divider_internal\"><\/div><\/div><div class=\"et_pb_blurb_6 et_pb_blurb et_pb_bg_layout_light et_pb_blurb_position_top et_pb_module et_block_module\"><div class=\"et_pb_blurb_content\"><div class=\"et_pb_blurb_container\"><\/div><\/div><\/div><\/div><\/div><div class=\"et_pb_row_3 et_pb_row et_pb_row_4col et_block_row et_block_row_4col\"><div class=\"et_pb_column_3 et_pb_column et_pb_column_1_4 et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_team_member_1 et_pb_team_member et_pb_bg_layout_light et_clickable et_pb_module et_flex_module\"><div class=\"et_pb_team_member_image et-waypoint et_pb_animation_off\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/masseyhenry.com\/wp-content\/uploads\/2022\/05\/2.png\" alt=\"Michael Henry\" width=\"1080\" height=\"1080\" srcset=\"https:\/\/masseyhenry.com\/wp-content\/uploads\/2022\/05\/2.png 1080w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2022\/05\/2-980x980.png 980w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2022\/05\/2-480x480.png 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1080px, 100vw\" class=\"wp-image-1803\" \/><\/div><div class=\"et_pb_team_member_description\"><h4 class=\"et_pb_module_header\">Michael Henry<\/h4><p class=\"et_pb_member_position\">Managing Partner, Massey Henry<\/p><ul class=\"et_pb_member_social_links\"><li><a href=\"https:\/\/www.linkedin.com\/in\/michael-henry-ab338520\/\" class=\"et_pb_font_icon et_pb_linkedin_icon\" title=\"LinkedIn\"><span>LinkedIn<\/span><\/a><\/li><\/ul><\/div><\/div><\/div><div class=\"et_pb_column_4 et_pb_column et_pb_column_1_4 et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_team_member_2 et_pb_team_member et_pb_bg_layout_light et_clickable et_pb_module et_flex_module\"><div class=\"et_pb_team_member_image et-waypoint et_pb_animation_off\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/masseyhenry.com\/wp-content\/uploads\/2022\/05\/3.png\" alt=\"John Sanders\" width=\"1080\" height=\"1080\" srcset=\"https:\/\/masseyhenry.com\/wp-content\/uploads\/2022\/05\/3.png 1080w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2022\/05\/3-980x980.png 980w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2022\/05\/3-480x480.png 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1080px, 100vw\" class=\"wp-image-1804\" \/><\/div><div class=\"et_pb_team_member_description\"><h4 class=\"et_pb_module_header\">John Sanders<\/h4><p class=\"et_pb_member_position\"> Senior Partner, Board & CEO Services<\/p><ul class=\"et_pb_member_social_links\"><li><a href=\"https:\/\/www.linkedin.com\/in\/john-sanders-07a81a19\/\" class=\"et_pb_font_icon et_pb_linkedin_icon\" title=\"LinkedIn\"><span>LinkedIn<\/span><\/a><\/li><\/ul><\/div><\/div><\/div><div class=\"et_pb_column_5 et_pb_column et_pb_column_1_4 et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_team_member_3 et_pb_team_member et_pb_bg_layout_light et_clickable et_pb_module et_flex_module\"><div class=\"et_pb_team_member_image et-waypoint et_pb_animation_off\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/masseyhenry.com\/wp-content\/uploads\/2021\/04\/Charlotte-BG-Removed-6.png\" alt=\"Charlotte Berry\" width=\"1080\" height=\"1080\" srcset=\"https:\/\/masseyhenry.com\/wp-content\/uploads\/2021\/04\/Charlotte-BG-Removed-6.png 1080w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2021\/04\/Charlotte-BG-Removed-6-980x980.png 980w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2021\/04\/Charlotte-BG-Removed-6-480x480.png 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1080px, 100vw\" class=\"wp-image-2494\" \/><\/div><div class=\"et_pb_team_member_description\"><h4 class=\"et_pb_module_header\">Charlotte Berry<\/h4><p class=\"et_pb_member_position\">Partner<\/p><ul class=\"et_pb_member_social_links\"><li><a href=\"https:\/\/www.linkedin.com\/in\/charlotteberry1\/?originalSubdomain=ca\" class=\"et_pb_font_icon et_pb_linkedin_icon\" title=\"LinkedIn\"><span>LinkedIn<\/span><\/a><\/li><\/ul><\/div><\/div><\/div><div class=\"et_pb_column_6 et_pb_column et_pb_column_1_4 et-last-child et_block_column et_pb_css_mix_blend_mode_passthrough\"><div class=\"et_pb_team_member_4 et_pb_team_member et_pb_bg_layout_light et_clickable et_pb_module et_flex_module\"><div class=\"et_pb_team_member_image et-waypoint et_pb_animation_off\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/masseyhenry.com\/wp-content\/uploads\/2022\/05\/1.png\" alt=\"Alex Bunyan\" width=\"1080\" height=\"1080\" srcset=\"https:\/\/masseyhenry.com\/wp-content\/uploads\/2022\/05\/1.png 1080w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2022\/05\/1-980x980.png 980w, https:\/\/masseyhenry.com\/wp-content\/uploads\/2022\/05\/1-480x480.png 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and 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process.<\/p>","protected":false},"author":7,"featured_media":3260,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[14],"tags":[],"class_list":["post-3135","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-thought-leadership"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>CEO Transition &amp; Onboarding: Ensuring effective leadership change management -<\/title>\n<meta name=\"description\" content=\"Our report examines strategies for managing CEO transitions and onboarding to ensure continuity and long-term organizational success.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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