Introduction

Succession planning has always been a board responsibility, but in the age of AI, it’s more complicated than ever. Boards must now consider not just who the next leader will be, but whether they’re prepared for an AI-driven world.

Why Traditional Succession Planning Falls Short

• Focus on Tenure, Not Skills: Boards often prioritize loyalty over readiness for disruption.
• Lack of Tech Fluency: Many succession candidates lack digital and AI literacy.
• Reactive vs. Proactive: Boards wait for vacancies instead of planning years ahead.

How Boards Should Adapt

1. Evaluate AI Competencies: Future leaders must understand AI’s business and ethical implications.
2. Develop Digital Bench Strength: Identify and groom leaders who embrace innovation.
3. Broaden Candidate Pools: Include leaders with unconventional backgrounds in technology and strategy.
4. Scenario Planning: Prepare for rapid shifts in business driven by technology.

Pull Quote: “The next generation of CEOs will be defined not just by financial acumen—but by AI fluency.”

Conclusion

Boards that rethink succession planning for an AI era will protect long-term stability and ensure their organizations thrive. Those that don’t risk falling behind.

Call to Action

If you’re advising boards—or covering governance in the AI age—I can provide insights into succession planning strategies.

👉 Contact me at stephanie@bggenterprises.com.