Executive Leadership Succession Planning for a Public Utility 

The Client & Industry

A utility company in the Southeast U.S. seeking to manage an executive leadership transition due to the retirement of key leadership members. 

The Challenge

The client faced a unique leadership transition, prompted by the retirement of the president and other senior leadership, without a clearly defined succession process. The volunteer board and outgoing President sought guidance and assistance in developing a fair process that would lead to the optimal hire. There was a need to ensure smooth knowledge transfer, maintain organizational culture, and select a new president who could both preserve and enhance the company’s values. 

The Solution

Thrivence was engaged to provide strategic advisory services and facilitate the entire succession process. This included: 

• Executive Development & Preparation: Thrivence assisted in developing an executive leadership program aimed at grooming potential internal candidates for the presidency and other leadership positions, while also preparing the organization for the eventual leadership change. This program provided development opportunities for key leaders, helping them build the skills necessary for assuming higher leadership roles.  The organization’s leadership pipeline was strengthened to support the cascade of openings that would follow an internal selection to President.   

• Leadership Selection Process: After discussions on the pros and cons of an internal versus external candidate search, the board decided to proceed with internal candidates. Thrivence worked closely with both the outgoing president and board leadership to: 

• Build a comprehensive job profile and update the job description. 

• Facilitate the creation of interview questions, tailored to assess cultural alignment and leadership competencies. 

• Design a fair, transparent, and structured interview process, ensuring that all internal candidates were given equal consideration. 

• Interview & Selection Process: Thrivence coordinated two interview cycles with all internal candidates, managing logistics, collecting feedback, and consolidating responses. The selection committee used these insights to make a well-informed decision. A key part of the process included conducting a second-round interview where candidates presented their vision for the future of the organization, which allowed the board to assess their leadership style and ability to drive cultural change.  Thrivence also communicated directly with the candidates, providing developmental feedback and preserving leadership engagement.  While some candidates were not selected, they appreciated the fairness and transparency of the process, which led to a smooth transition. 

• Cultural Alignment: The board emphasized the importance of preserving and enhancing the company’s unique culture. Thrivence helped align the interview process with this goal, ensuring that cultural fit was a central factor in the final decision.  

• Ongoing Support: Although the selected candidate did not require additional onboarding coaching, Thrivence remained in touch with the new leader and provided ongoing support as needed. 

The Results

The leadership transition was completed on time and in alignment with the company’s strategic goals. The internal candidates who participated in the process all felt that they were treated fairly, and the board felt confident that the new president would be able to uphold and enhance the company’s culture. 

• Cultural Preservation: The board’s decision to prioritize cultural fit ensured the company’s core values were maintained. 

• Leadership Confidence: The board members expressed satisfaction with the thoroughness and fairness of the process, particularly appreciating the transparent communication with all candidates. 

• Timely Completion: The succession planning process was completed according to the timeline set by the outgoing president, ensuring a smooth transition before his planned retirement.