Boards often choose CEOs based on impressive track records—but past performance alone doesn’t predict future fit. To avoid missteps, supplement interviews and resumes with a forward-looking tool: the growth plan. Here’s how.
Shift from history to future vision. Ask each candidate to write a concise, two-page plan outlining what success would look like in their first year. They should cover business, organizational, stakeholder, and personal leadership impacts, defining specific goals and how they’ll be measured. This creates accountability and reveals how each candidate thinks about the future.
Facilitate—don’t assign—the process. Instead of giving solo homework, have a leadership advisor guide the candidate through whiteboard sessions or pre-mortem exercises. This keeps the process candid and developmental and ensures the final plan reflects the candidate’s own thinking—not just what they think the board wants to hear.
Let the plan drive the conversation. Use each candidate’s plan to fuel structured interviews that explore assumptions, priorities, and potential red flags. This gives the board clear points of comparison and gives candidates clarity on their own leadership—even those not chosen walk away with meaningful insight and development. |
