Where’s the Fire Extinguisher? Preparing for Emergency Succession

In our homes, we have emergency plans mapped out with our families: where the exits are in case of a fire; where we keep our fire extinguishers; what to do if family members are separated, etc. Without sharing these plans and checking to ensure the tools work properly, they become meaningless in the event of an emergency. 

At companies, we practice some emergency or risk mitigation strategies, but usually only after a major event has happened that shines a light on the need. The pandemic shed light on the importance of emergency succession planning to ensure business continuity. 

Emergency moves happen overnight and where there is no plan for critical positions that have the biggest impact on the business, companies are left exposed and scrambling. 

The need for an emergency successor is critical: Having an agreed upon plan for leadership transition to keep the business running seamlessly.

In reality, planning for an emergency successor comes with anxiety as it typically means an abrupt change in their own ability to lead - and we often refer to it in morose and fictitious terms such as ‘getting hit by the lottery bus’. It’s also become a ‘head nod’ exercise, similar to when the flight attendant asks if we feel comfortable sitting in the exit row in case of an emergency: we understand why it is important, but we don’t give it the important thought process and planning as we assume the responsibility will never be needed. 

In today’s mini series we share 3 tips on how to prepare for succession emergencies for your critical positions - regardless of how long the replacement is needed.

Tip 1: Don’t leave the emergency successor ‘box’ empty. 

Leaving the emergency successor ‘box’ empty is like a house without a fire extinguisher. And while it can seem like no one could step into the shoes of a leader immediately, with preparation we can seamlessly maintain business continuity. Here are some suggestions for emergency successors:

• A near-term successor - Allows them the opportunity to function in the role and show their readiness if the position is open.
• A peer - Given talent movement to? broaden skillsets, chances are likely that a peer has some/all of the requisite experience to maintain continuity while a successor is named.  
• Successor to the next level up - This allows for broadening perspective and skillset in preparation for a more senior position. Consider this a developmental experience for a talented leader.
• Outside consultant - For roles that leverage consulting expertise, a consultant could step in for a short period of time. Ensure they understand the needs and their role in an emergency.

Tip 2: Share the emergency succession to bring it to life. 

Practicing an emergency evacuation ensures everyone knows the plan and their role. This is the equivalent: by definition, emergency succession should happen quickly and seamlessly.

• Be transparent: Tell the individual they are an emergency successor & for which positions. This enables transparent and proactive scenario-planning discussions; when the time comes, the plan is quickly enacted.  
• Be proactive: Ask the individual to prepare a few scenarios (in partnership with the current incumbent) for how they would manage business continuity. 
• Be fast: For C-Suite and other critical business leaders, the emergency succession plan and associated communications should be enacted within 24 (C-Suite) to 48 (all other leaders) hours. 

Tip 3: Involve the right people.

Proper evacuation planning includes building management, fire marshal, leadership, and more. Similarly, emergency succession needs to include the right people who understand its' criticality to business continuity. 

• The HR Business Partner - who can provide a broader perspective of skills needed to step into the role vs. skills that the individual may have.
• The Business Leader - who must be in agreement to execute the plan at the appropriate time.
• The Replacement - for all the reasons mentioned in Tip #2.
• The Current Incumbent - who can provide perspective on the skills needed for success in the role.
• The Board of Directors - for all C-Suite emergency successors and for their role in decision-making & communications.

We hope these tips help you as you update your succession plans for this year. While we never want to be in a situation of naming an emergency successor, let’s be ready.  

If you have any additional tips, share them in the comments.

Co-authored in partnership with Mitra Agcaoili:

Please note: The opinions and tips represented are those of Soni Basi and Mitra Agcaoili and not our affiliated organizations.