Planning
Leadership transitions are defining moments. Access PBO Advisory's full library of articles, podcasts, and frameworks to navigate yours with confidence.
Succession Planning as Strategic Renewal: Why I'm Planning My Own Transition
As CEO of PBO Advisory, Francesca San Diego shares the rare, candid perspective of a leader who is actively planning her own succession and why she believes it's the most strategic thing she's ever done.
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The Financial Architecture of Succession Planning
Why most organizations underestimate the true cost and what it takes to plan with financial precision.
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Succession Planning as Culture Continuity
Why technical excellence isn't enough and how to transfer the values that make your organization work.
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Succession Planning as Strategic Renewal
A CEO's firsthand account of planning her own leadership transition and using it as a strategic catalyst.
Read More →Boards, Clients, and Where to Start | Putting Succession Planning Into Practice
PBO Advisory's CEO, CFO, and CPO close the succession planning series with what boards expect, how to protect client relationships, and where to start.
Succession Planning | Authentic Insights from the C-Suite
What does succession planning look like when the leadership team does it themselves? Host Joey McCoy sits down with Francesca San Diego (CEO), Jennifer Rebis (CFO), and Nicole Devine (CPO) as they pull back the curtain on their own succession planning process.
Is Your Organization Succession-Ready?
Most business leaders believe succession planning is something to address in the future. Our experience working with 300+ organizations tells a different story: the time to plan is before the pressure is on.
Request a Succession Assessment →Ideal Readiness Indicators
Documented Leadership Pipeline
Internal candidates identified with development plans attached to each role.
Financial Transition Modeling
Finance team has modeled cost impact of a 6-12 month leadership transition period.
Knowledge Transfer Plan
Critical institutional knowledge, client relationships, and vendor contacts are documented.
Board or Advisor Alignment
Board, investors, or key advisors have reviewed and endorsed the succession framework.
HR Infrastructure in Place
People systems, comp structures, and policies can support a new leader on day one.
Don't Wait for the Unexpected
PBO Advisory works with $5-50M organizations to build succession plans that protect value, preserve culture, and position the organization for the next stage of growth.
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