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Executive Transition vs. Executive Search, What's the Difference?

Executive transition is the period that begins with the executive’s decision to depart (or the Board’s decision to terminate) and extends through the hiring and successful completion of the six-month evaluation of the new executive.  Executive transition management is the management of the entire departure-recruitment-installation process in a holistic fashion.  Executive transition is not just about finding an executive who fits the current and future demands of the job (although it does that, too), but also focuses on minimizing the risk and capturing all of the opportunities that a change in leaders offers.  In addition, the executive transition management process includes:

• Helping the organization better understand its history, present situation and future prospects as it relates to the selection of a new leader;
• Identifying and addressing any legacy issues that might hinder the success of the incoming leader;
• Planning for a solid orientation for the new executive and a great launch;
• Ensuring that the governance team (the board and executive team) has a clear and effective social contract that includes consensus on overall direction and key initial priorities as well as a clear understanding of their respective roles and their contributions toward the achievement of the organization objectives; and
• Establishing a performance monitoring and evaluation process.

Obviously executive search—recruiting and selecting the new executive—is an integral part of the process, but it is one of many factors that can affect the outcome of the transition.

Generally, executive transition programs are built on a “3 by 5” model:

• Three basic phases of executive transition management:

  • Phase 1—Getting Ready

  • Phase 2—Recruitment and Selection

  • Phase 3—Post-Hire Installation and Evaluation

• Five developmental steps for the interim period:

  • Coming to terms with history

  • Exploring identity and direction

  • Making leadership/operational changes

  • Renewing linkages

  • Committing to new leadership and a new direction

"Executive transition is not just about finding an executive.  It also focuses on minimizing the risk and capturing all of the opportunities that a change in leaders offers."

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1/16/03