Initial Questions To Consider 

Two major tasks of the successor in a Mutual Success transition are to fully assume the authority of his or her role as CEO, and to ensure that the founder's distinctive skills, experience, and contacts are put to the best possible use in the service of the organization.

Before deciding to entertain or propose a Mutual Success transition, founders, potential successors, and boards of directors need to ask themselves some very tough questions of the potential successor.  They must answer them with integrity to see if the successor has the personality characteristics that help accomplish these tasks and contribute to a mutually successful transition. 

For Successors

• Are you clear about what your formal power and role will be?  Are you comfortable and confident in your ability to occupy that position with the founder still on the scene?

• Do you have the personal characteristics that seem to be key to Mutual Success transitions? 

• Have you experienced being in a higher position than someone with many more years in the organization?  How did you manage it?

• How well do you set and enforce limits and handle sensitive personnel issues?

• Are you willing to do what's needed to ensure the founder's skills, experience, and contacts are used to the maximum benefit of the organization?

• What is your communication style?  How effectively do you handle difficult conversations with colleagues, bosses, and subordinates?

• In the past, have you been honest about what you don't know and sought out to learn from others?

• Are you committed to valuing individuals and their success?  How have you demonstrated that?

• Do you have an existing relationship with the founder and key board members where they know and trust you well?

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Success Factors To Review

Table for Two found that to have a Mutual Success transition that truly benefits the organization, the founder, successor, and organization each needed to possess particular characteristics that helped and did not inhibit the success of the transition.  Read below to learn about what a successor needs.


Download the report to help you explore these key questions and characteristics and deepen your understanding of how other organizations have implemented this model.