Moment #4: In Succession

Developing Chiefs who secure your CEO succession plan.

Client Success Story: Ruel

Ruel was a high-performing Chief Officer - one of the best - in a multi-billion pound global production company. His delivery was exceptional. His strategic thinking, sound. His execution, flawless. He was known as someone with high standards, relentless energy and an ability to execute at pace.

The CEO and CPO had him firmly in mind for CEO succession. But something was missing.

The CEO described it simply: “He needs to learn to carry the mantle more lightly.”

The CPO saw it too: Edwin wasn’t yet bringing people with him.

Through our coaching engagement, Ruel opened up about the humble beginnings that had shaped his ambition. His drive came from a deep desire to build something meaningful, and to create financial security for others, just as he had strived to create it for himself.

The turning point came when Ruel realised he had been holding that purpose privately rather than using it to inspire his teams. When he began to share his deeper “why,” his teams not only rallied behind him, they reconnected with their own deeper motivations for going the extra mile at work.

His impact scaled. His presence softened. And his leadership became magnetic.

Moreover, his readiness to step up as CEO when the time came was now secure.

Edwin’s CEO commented on his observations following the coaching engagement: “Sam, you hit a home run. Ruel is becoming the leader I always knew he could be, and he’s bringing people with him.”

Your Chiefs on the CEO Succession Track

For a Chief Officer being considered for CEO succession, performance alone isn’t enough.

Yes, they need to be commercially sharp, strategically grounded, and operationally strong. But to truly be ready for the top job, they must also be able to:

● Build followership at scale,

● Inspire confidence in the board and the business,

● Embody the values and vision of the organisation,

● Carry the mantle of leadership with presence and conviction.

For the Chiefs you have in mind for succession, the question probably isn’t whether they can deliver - it’s whether they can elevate, inspire, and lead the organisation. They will almost certainly have these abilities, but they may need some help to access them.

Through coaching, I help succession candidates develop the self-awareness, relational intelligence and strategic mindsets required to lead the business as a whole. This includes building followership, communicating from purpose, and learning to carry the mantle of leadership not just competently, but lightly.

If you have a Chief on the CEO track who’s ready to grow into that next dimension of leadership, Email Me to discuss how I can help them do it.