John is one of those rare CEOs who still loves the business.

Grew up in it. Scaled it. Protected the culture. Took the hits.

He’s the real deal… and his team knows it.

But lately, they’ve been nudging him. Hard.

“John… we need to talk about succession.”

He laughs it off. Says he’s not going anywhere yet.

But here’s the thing: neither are the rest of the execs.

They’re all around 50. Smart. Loyal. All-stars. But all clustered in the same leadership tier.

And everyone underneath?

Waiting… wondering… unclear.

This company is successful. Wildly so. But right now?

Their biggest risk isn’t competition. It’s continuity.

Because no matter how great your top team is, if you don’t have the next one ready…

You’re not building a company. You’re building a countdown.

Here’s what we tell clients like John:

Succession isn’t about replacement.

It’s about readiness.

It’s about passing on not just the job, but the judgment.

The thinking. The culture. The accountability. The spark.

And if you wait until someone’s retiring to start that?

You’re already too late.

Succession planning isn’t an HR exercise.

It’s a leadership legacy move.

So if your top team’s been together a while… if they’re amazing (but aging)… and if no one beneath them could take the wheel tomorrow?

It’s time.

Because the most courageous leaders don’t just lead now…

They prepare what comes next.

Need to understand the process? Let’s talk,

Cristina “Future-First Always” Filippo