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SUCCESSION STUDY: Departing Leader Survey

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.

There are 3 surveys associated with this study focused on the following groups; 1. Outgoing Leaders, 2. Incoming Leaders, 3. Firm Team Members. 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 10-15 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.

Thank you for your participation!
DEMOGRAPHICS
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
SUCCESSION TIMELINE & INTENT
7.How far in advance did succession planning begin?
8.How was your succession timeline developed?
9.How often did the timeline or process change during the succession?
SELECTION PROCESS
10.Was the selection of the incoming leader an open process where candidates were allowed to apply?
11.How many leaders were seriously considered for the role?
12.Did you explain the reasoning behind your decision to the leaders who were not considered?
13.How confident are you that the right leadership choice was made?
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14.How fair did the selection process feel to you?
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TRANSITION OF RESPONSIBILITIES
15.Did your firm have a formal plan for transitioning leadership responsibilities?
16.Who developed your transition process?
17.How long was the planned transition period?
18.Were there written documentation or handover materials created?
19.How smooth were the transition of responsibilities?
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20.How prepared was the incoming leader to take on firm management responsibilities?
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21.What percentage of responsibilities were formally transitioned?
YOUR EXIT PROCESS
22.Did you have a formal process for your departure/exit?
23.Did you have adequate time to complete your transition?
24.Did you have input into the timing and manner of your departure?
25.Was there a formal announcement for your departure internally and externally?
26.How emotionally prepared did you feel to step back from day-to-day leadership?
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27.How satisfied are you with how your departure was handled?
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28.What information or responsibilities were you most reluctant to hand over, and why?
RELATIONSHIP WITH INCOMING LEADER
29.Did you have input into the selection of your successor?
30.How long did you work directly with the incoming leader during transition?
31.How has your relationship with the incoming leader changed since the succession began?
Much stronger
Stronger
Same
Weaker
Much weaker
32.How comfortable do you feel with the incoming leader's approach to leadership?
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33.How well did you and the incoming leader work together during the transition?
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OVERALL IMPACT
34.How emotionally challenging has this transition been for you personally?
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35.How has the succession affected your sense of legacy and accomplishment?
Much more positive
More positive
Same
Less positive
Much less positive
36.How confident are you in the firm's future under new leadership?
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37.If you could redesign the succession process, what would you change?