---
title: "Directors and Officers: CEO Succession Key for Risk Management"
description: "Directors and Officers: CEO Succession Key for Risk Management"
---

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# Directors and Officers: CEO Succession Key for Risk Management

[Mike Smith](https://blog.plrisk.com/author/mike-smith)

 Mar 25, 2013, 10:07:35 AM

[![Directors and Officers CEO Succession Key for Risk Management](https://blog.plrisk.com/hs-fs/hubfs/Imported_Blog_Media/Directors-and-Officers-CEO-Succession-Key-for-Risk-Management-300x200-1.jpg?width=300&height=200&name=Directors-and-Officers-CEO-Succession-Key-for-Risk-Management-300x200-1.jpg)](https://blog.plrisk.com/hubfs/Imported_Blog_Media/Directors-and-Officers-CEO-Succession-Key-for-Risk-Management-2.jpg)There are numerous components to a key risk management strategy. One way is with a successful CEO succession strategy.

The CEO is the figurehead of the company. Especially in high profile companies, they command a large amount of attention and have a significant influence on the company’s brand and image. It is growing as a crucial risk management strategy as well. Investors, rating agencies, and governmental entities are starting to require information about succession planning. And internal talent development and a comprehensive CEO succession plan in many ways can translate directly into future shareholder/stakeholder value, as reassurance and showing foresight for the future growth and success of the company.

What happens if a CEO decides to step down suddenly, or is fired? In many cases boards look to an internal talent pool for CEO candidates. But they may not always be the best choice. In a survey by The [Stanford Graduate School of Business](https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=2&cad=rja&ved=0CFoQFjAB&url=http%3A%2F%2Fwww.gsb.stanford.edu%2Fsites%2Fdefault%2Ffiles%2Fdocuments%2FCEOSuccession_10.06.10_0.pdf&ei=RV5LUdH1BYTZqAHb74GIBA&usg=AFQjCNF3GB7O2y6zj0DLSYvMtmqc_4qJmQ&bvm=bv.44158598,d.aWM), over 50 percent of respondents said they internal candidates for CEO were only “moderately” or “slightly” viable- hardly encouraging for the future leader of the company. Do you have a willing, viable replacement ready? Or a strategy to do so?

And, in establishing a benchmark of CEO successor candidates (including comparing the talent of internal candidates to external talent), only 20 percent felt they were “very” or “extremely” well-established.

Ensuring a smooth success is a critical responsibility for the Board of Directors and CEO. Having a strong succession strategy in place gives the Board, management team, employees and shareholders confidence in the long-term future of the company by reducing succession risk.

Directors and Officers are under increasing scrutiny, both in the public eye and by their shareholders. [PLRisk Advisors](http://www.plrisk.com), Inc. provides [Directors & Officers insurance](http://www.plrisk.com/products/directors-officers) that is specifically designed for the exposures faced by public companies. Contact us today for more information. **(855) 403-5982.**

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