Every succession process produces 2 outcomes: a new leader & a silver medalist🥈quietly deciding whether to stay
Research suggests most organisations only manage one of them well. Russell Reynolds Associates' research on "silver medalists", the internal finalists who make it all the way to the final round of a CEO or C-suite succession process & don't get the role. The findings should stop every board & CHRO in their tracks
These are not average performers. They are seasoned leaders in critical roles, often the ones holding institutional knowledge, team culture & business continuity in place. And they are quietly walking out of the door
Silver medalists🥈are 2x more likely to want to leave their organisation
72% feel less loyal after the process
72% feel frustrated or resentful
57% feel less excited to come to work every day
66% feel their career has stalled post-succession
When succession is informal & unstructured, leaders are 22% more likely to consider leaving
And yet, most organisations treat this as an inevitable, unavoidable outcome. It isn't, it's a design flaw 🎯
Here is what boards & CHROs consistently underestimate:
A succession process is not just about choosing the successful candidate. It's a leadership development moment for everyone in the room. Handled well, silver medalists stay engaged, keep growing & often become the next successor. Handled poorly, they take their expertise, their networks & half their team with them
3 shifts that separate the best from the rest:
1. Front the conversation early. Don't wait until after the decision to ask "what if this doesn't happen?" Scenario planning belongs at the start, not the post-mortem
2. Be transparent about the success profile. Silver medalists accept the outcome when they see a clear gap between where they are & where the role is heading. They resent it when they never knew what was really being measured
3. Signal that they remain promising. Feedback, visibility, stretch assignments & a real development roadmap. Not a consolation email
The uncomfortable truth 🚨
Most organisations invest millions in identifying the successor & almost nothing in retaining the runner-up. Then they are shocked when the bench collapses 6 months later.
Succession is not a selection event, it's a leadership continuity strategy
📌 Question for Chairs, Boards & CHROs:
The last time you ran a C-suite succession, how intentional were you about the leader who didn't get the role?
If the answer is "not very," that is your next retention crisis
But don't take my word for it, take it from a silver medalist who didn't make the cut for the SVP role & decided to stay:
"Coaching with Navid gave me a level of self-awareness that allowed for deep reflection on my strengths & opportunities: from unpacking my Hogan & TKI results to understanding how I show up as a leader under pressure. It was a genuine turning point in how I think about my development, managing conflicts & my own impact"
#CHRO2030 #FutureOfHR #ExecutiveTransitions #Leadership #TransitionIQ
About Navid Nazemian
Ranked as the world’s #1 Executive Coach by CEO Today for the third year running, I partner with senior leaders to navigate complexity, accelerate performance, and lead through critical transitions. Over the past two decades, I’ve supported hundreds of executives in overcoming unproductive thinking and solving their most complex leadership challenges—helping their organizations build world-class cultures and create lasting value.
If you’d like to reflect on a leadership challenge, an upcoming transition, or how I might support you, you’re very welcome to reply directly to this email.
You can also:
1. Connect with me on LinkedIn for additional leadership insights
2. Explore my international best-selling book "Mastering Executive Transitions: The Definitive Guide" described by Dr. Marshall Goldsmith as “THE ultimate guide to executive transitions to help leaders achieve their highest potential”
3. Enrol in my newly launched e-Learning programme Mastering Leadership Transitions - my transition methodology in a self-paced format for leaders at every level
4. Work with me on a per-session basis via EveryExpert - a flexible alternative to a full coaching engagement, starting with a complimentary 15-minute Chemistry Call
What's Next? More insights on leadership, transitions, and executive effectiveness are coming your way next week. I’d genuinely value your perspective—feel free to share your reflections by replying to this email. I read every response.
Navid
