I was in a gondola in Venice. The sky was blue, sunny. The gondolier was in his red and white striped shirt and hat. Then I heard my wife’s voice, “Christian! Are you ok? Christian?”

I looked over and saw her upside-down face. “You had a seizure! Are you ok?”

“I didn’t have a seizure. I don’t do that,” I said. Or, I tried to say. But I couldn’t move my mouth.

I looked back over and realized I was eye level with the planking of our floor. My face was so smashed into it that I couldn’t move my jaw. Venice was nowhere in sight.

It took a moment to figure out where I was and what had happened. I had been watching a show with my family (which had a scene in Venice that apparently had made an impression on me). I remembered choking on an ice cube in my drink and running to the kitchen to cough it out.

But between the couch and the kitchen, I passed out, my face apparently hitting the granite countertop on the way down. Then the floor. Somewhere in all of that I had a very nice (but short) dream of Venice.

It gave me reason to reflect on how quickly things can change – and how unprepared we often are when they do.

If you lead, you owe it to others to have an emergency succession plan in place.

The same is true if you serve on a board or are a partner in a company. Enlightened self-interest, if nothing else, should motivate you to ensure that you know what you will do if your executive departs unexpectedly.

We never think that a robust, active leader will suddenly leave. But they can and do for a number of reasons:

• An abrupt resignation to take a new opportunity.

• A termination.

• A personal or family crisis or health issue that pulls your executive away.

• An accident or death.

Trust me, you need this

Why You Need an Emergency Succession Plan

Within a year, I watched two executives from separate organizations give only 30 days’ notice—despite knowing their plans much earlier. Both were respected and liked. No one anticipated their departures.

With no emergency succession plan in place, their resignations created turmoil. Initiatives stalled, leadership teams scrambled, and months of momentum were lost.

In complex organizations, leadership disruption isn’t just inconvenient—it can destabilize performance, shake stakeholder confidence, and diminish overall value.

Any unexpected departure will be disruptive. But the level and length of disruption can be dramatically reduced with a well-thought-through emergency succession plan.

This plan provides immediate clarity, confidence, and stability for those who remain. Energy that is otherwise spent trying to figure out how to transition can be focused entirely on the transition. This speeds up the process, ensures better decision-making, and reduces overall disruption.

An often-overlooked benefit of having a plan in place is that it can increase valuation. It improves the confidence of anyone investing in, insuring, bonding, or lending to your organization. It also ‘declutters’ key organizational processes, which often leads to increased operational efficiency.

What should an Emergency Succession Plan include?

The shortest answer to this question is to download my free resource, the Succession360™ Toolkit. In it you’ll find a comprehensive template that you can follow. It’s about as close to ‘paint-by-numbers’ as you can hope to get.

Key Elements of an Emergency Succession Plan

How to Address The Three Types of Succession Events:

• Temporary, Short-Term Absence: Less than 3 months, with the expectation of the CEO’s return.

• Temporary, Long-Term Absence: Exceeding 3 months but potentially reversible.

• Permanent Absence: Due to resignation, termination, incapacity, or death.

Leadership Continuity:

• Acting or Interim CEOs are pre-designated.

• Authority levels and executive compensation adjustments are clearly defined.

• Steps for the executive committee or board are delineated for activating and managing the plan.

Operational Clarity:

• Key roles and responsibilities are assigned.

• Critical documents, contacts, and access to passwords are maintained in a Quick Reference Guide.

• An annual review ensures the plan remains current and applicable.

Communication Protocols:

• A communications plan is pre-drafted to ensure transparency.

• Messaging is designed to preserve confidence and minimize disruption.

This plan equips organizations to respond decisively in a crisis, preserving momentum and leadership integrity.

What About Single Owner Businesses?

Gotcha covered. The Succession360™ Toolkit includes a resource specifically for single-owner businesses.

Don’t leave your employees or significant others in a bind. One of the best ways you can take care of them is to ensure that a massive, preventable problem isn’t dumped in their lap if something happens to you.

Why This Should Be Your First Succession Plan

Two key reasons:

1. It’s the most likely plan to be used: An untimely departure (for any reason) is more likely to occur than a planned, timely transition.

2. It lays the foundation for other succession planning: A well-developed emergency succession plan provides the key information and decision-making processes that will be needed for planned succession. Doing this well will make planned succession easier.

Start Here. Start Now.

If you’re a CEO, board member, or partner in a mid-market company, it’s time to put an emergency succession plan in place. It’s not just a contingency—it’s a strategic asset.

Download the free Succession360™ Toolkit and get the clarity, confidence, and continuity your team deserves—even when the unexpected hits.

Take good care,
Christian