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Succession Study: DEPARTING LEADER Survey

STUDY INTRODUCTION

You are being invited to participate in the first industry survey examining the social and emotional impact of leadership succession in architecture and design firms. Your experience as a departing leader provides critical insights into how succession processes affect all stakeholders involved.

We are conducting three succession studies; departing firm leaders, incoming firm leaders, and firm internal teams. Links to each of the surveys can be accessed at: https://www.janewaltonconsulting.com/succession

This research aims to understand the relationship between succession planning processes and their emotional impact on leaders and teams. By participating, you'll help establish industry benchmarks and best practices that can improve succession outcomes for future leaders.

The survey takes approximately 12-15 minutes to complete. All responses are completely confidential and will be reported only in aggregate. Your individual responses will not be shared or attributed to you or your firm in any way.

Your perspective as someone who has navigated the complex experience of stepping back from leadership is invaluable to this research and to the broader industry.
1.Type of firm:
2.Size of firm (number of employees):
3.When did the leadership transition take place?
4.Type of succession
5.Transition status
6.Years with the firm at the time of succession
SECTION 1: SUCCESSION TIMELINE & INTENT
7.Did your firm have a written timeline?
8.How was this timeline developed?
9.How were succession timing decisions made?
10.How far in advance did succession planning begin?
11.How clear was the succession timeline to you throughout the process?
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12.How often did the timeline or process change during the succession?
13.How well did the actual timeline match the original plan?
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SECTION 2: SELECTION PROCESS
14.Was the selection of the incoming leader an open process where multiple candidates were considered?
15.Were internal candidates allowed to apply for the leadership role?
16.How many candidates were seriously considered for the role?
17.Did leadership explain the reasoning behind their selection decision? (Yes/No)
18.How confident are you that the right leadership choice was made?
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19.How fair did the selection process feel to you?
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20.How transparent was the selection process?
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SECTION 3: TRANSITION OF RESPONSIBILITIES
21.Did your firm have a formal plan for transitioning your responsibilities? (Yes/No)
22.Who developed this transition plan?
23.How long was the planned transition period?
24.Were there written documentation or handover materials created? (Yes/No)
25.How smooth was the transition of your responsibilities?
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26.How prepared was the incoming leader to take on your responsibilities?
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27.What percentage of your responsibilities were successfully transitioned?
SECTION 4: YOUR EXIT PROCESS
28.Did your firm have a formal process for your departure/exit?
29.Were you given adequate time to complete your transition? (Yes/No)
30.Did you have input into the timing and manner of your departure? (Yes/No)
31.Was there a formal announcement process for your departure? (Yes/No)
32.How emotionally prepared did you feel to step back from day-to-day leadership?
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33.How satisfied are you with how your departure was handled?
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34.What information or responsibilities were you most reluctant to hand over, and why?
SECTION 5: RELATIONSHIP WITH INCOMING LEADER(S)
35.Did you have input into the selection of your successor?
36.How long did you work directly with the incoming leader during transition?
37.Was there a formal mentoring or coaching relationship established? (Yes/No)
38.How has your relationship with the incoming leader(s) changed since the succession began?
Much stronger
Stronger
Same
Weaker
Much weaker
39.How comfortable do you feel with the incoming leader's approach to leadership?
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40.How well did you and the incoming leader work together during the transition?
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SECTION 6: OVERALL IMPACT
41.How well were you kept informed about succession decisions throughout the process?
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42.What information did you wish you had received that you didn't get? (Open text)
43.How emotionally challenging has this transition been for you personally?
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44.How has the succession affected your sense of legacy and accomplishment?
Much more positive
More positive
Same
Less positive
Much less positive
45.How confident are you in the firm's future under new leadership?
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46.If you could redesign the succession process, what would you change?
47.Would you recommend your succession approach to other firms?