4. Warn the responsible people against selecting the new CEO prematurely. Suggest an interim CEO and allow enough time to make the selection.
5. Search for the new CEO systematically. Proceed based on a clearly defined process for assessing the candidates’ potential, including behavioral aspects.
6. Understand that politics are also involved. But make sure that political interests do not make the final selection.
7. Thoroughly document the entire situation and turn it into a starting point of your future succession planning and talent development strategy.
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