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CEO Successor Coaching

Paragon takes a unique approach to developing CEO successors: We integrate the development of foundational executive leadership skills, as well as those unique to the company. All succession plans require three core elements: technical skills, leadership behaviors, and personality traits.

But that's not enough. Simply replicating the current CEO does a huge disservice to the future landscape of any business. Customizing the approach to the unique challenges and future growth projections of the company is critical.

Paragon has coached CEOs of Fortune 500 companies, mid-size privately owned companies, and start-ups. Does each scenario require a different set of skills? The answer is yes, no, maybe, and it depends. But that's alright because Paragon's CEO Successor Coaching is individualized.

CEO Successor Coaching

Our Edge

Integration of stretch assignments or job rotation

Mentorship with a sitting/previous CEO in an environment that is unique to your current environment

Board exposure, either internal or external, to your current organization

A personal Paragon coach who excels at CEO Successor Coaching

A CEO successor profile, incorporating organizational culture, leadership behaviors, and technical skills

Customized Executive Leadership 360° Assessment process

Executive leadership presence and brand support

Uniquely aligned assessment and tools connecting the needs of the individual and organization

Common Pain Points

  • Uncertainty of viable internal CEO Successors.

  • Disconnect of current executive positions with future business demands.

  • Organizational exposure with a lack of time allotted for successor development.

Executive leadership
1

Diagnostic

Assessing and connecting the needs of the business climate, organization, culture, executive role, and successor candidate.

2

Alignment

Aligning diagnostic findings with customized successor development needs and objectives.

3

Planning

Creating a targeted executive development and communication plan.

4

Coaching

Regularly scheduled and just-in-time individualized coaching sessions and executive sponsor check-ins.

5

Evaluation

Customized post-engagement evaluation to assess impact and any further development needs.

Frequently Asked Questions

The ideal time to begin is 18 to 36 months before an anticipated transition, though Paragon has supported accelerated timelines when needed. Starting early allows for a thorough diagnostic, meaningful development, and sufficient board and stakeholder exposure — all of which are critical to a successful CEO transition.
CEO successor coaching is specifically designed around the unique demands of the chief executive role. Beyond foundational executive leadership skills, it integrates board exposure, mentorship with sitting or former CEOs, the development of a CEO-specific successor profile, and customized stretch assignments. General executive coaching focuses on leadership effectiveness within a current role; CEO successor coaching prepares a leader for the top seat.
Paragon believes that simply replicating the current CEO does a disservice to the future of the business. Our approach customizes the CEO successor profile around the organization's future challenges, growth projections, and evolving culture — not a carbon copy of the outgoing leader. The successor is developed for where the company is going, not where it's been.
Yes. Paragon frequently works with organizations that have two or more successor candidates. Each candidate receives an individualized coaching plan, and the process helps the organization objectively assess readiness and fit. This approach also strengthens the overall leadership bench, regardless of who is ultimately selected.
The sitting CEO is often involved as an executive sponsor and may participate in the mentorship component of the engagement. Their involvement helps ensure alignment between the successor's development and the organization's strategic direction. Paragon manages this relationship carefully to support both the outgoing and incoming leader.

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