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   All about succession
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   Inside the high-stakes evolution of CEO succession planning
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              November 17, 2025
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             <p style="line-height: 
1.38">
              <span style="background-color:rgba(0,0,0,0)">
               Inside the high-stakes evolution of CEO succession planning
              </span>
             </p>
            </td>
           </tr>
           <tr style="padding-top:10px;padding-bottom:10px">
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             <p style="line-height: 1.38">
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               CEO churn has been accelerating and remains high as it becomes a defining feature of modern 
corporate life. Just on Friday, Walmart CEO Doug McMillon
              </span>
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               announced his retirement
              </a>
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               after more than a decade leading the retail giant.
              </span>
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              <span style="background-color:rgba(0,0,0,0)">
               Part of this churn is due to the old guard aging into retirement. Another part is investor activism triggering more resignations and firings. And then there’s “disruption fatigue” affecting everyone up and down the corporate and investment food chain. The pandemic reshaped how many companies operate, work teams are more geographically scattered than ever, the political landscape is as volatile and unpredictable as it has ever been, and emerging AI technology threatens to change almost everything in years 
ahead.
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                   The AI surge investors want in on — RAD Intel shares are $0.81 until 11/20 before the next move.
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                   RAD Intel’s AI platform has grown 4,900% in four years, secured recurring seven-figure partnerships, and doubled sales contracts heading into 2025. Backed by Adobe and Fidelity Ventures, the company is redefining
performance marketing. Timing matters — and so does entry point.*
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                                  Invest at $0.81 before 
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                                 <!--[if mso]><a href="https://www.ne16.com/t/9826110/222404108/8329682/2/1009235/?f5d63f87=UXVhcnR6JTIwTGVhZGVyc2hpcA&x=0ea22caf" target="_blank" style="-webkit-border-radius: 6px; -moz-border-radius: 6px; border-radius: 6px; color: #FFFFFF; text-decoration: none; font-family: Arial; font-size: 18px; font-weight: bold; border: none; display: block; ">Invest at $0.81 before 
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                   ✳︎ A Note From RAD Intel.  This is a paid advertisement for RAD Intel made pursuant to Regulation A+ offering and involves risk, including the 
possible loss of principal. The valuation is set by the Company and there is currently no public market for the Company’s Common Stock. Nasdaq ticker “RADI” has been reserved by RAD Intel, and any potential listing is subject to future regulatory approval and market conditions. Brand references reflect factual platform use, not endorsement. Investor references reflect factual individual or institutional participation and do not imply endorsement or sponsorship by the referenced companies. Please read the offering circular and related risks at 
invest.radintel.ai.
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             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               And while all of this is happening, corporate boards are trying to maximize stability and strengthen 
succession planning in uncertain times.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               “Now more than ever, boards are recognizing the need for proactive CEO succession planning,” said Deb Rubin, senior partner and head of CEO and Board Services at the consulting firm RHR International.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               According to
              </span>
              <a data-linktype="Normal" style="color:var(=-blue-cta-default);background-color:rgba(0,0,0,0);" target="_blank">
               new data
              </a>
              <span style="background-color:rgba(0,0,0,0)">
               from leadership advisory firm Russell Reynolds Associates (RRA), 174 global CEOs stepped down in the third quarter of 2025. The S&amp;P 500 alone saw 50 departures, up from 45
the previous quarter.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               While tenures are shortening, and with investor activism increasing, more companies are reaching outside their own organization to fill the top job. In the past year, the internal succession rate among S&amp;P 500 companies dropped to 69%, down 10 points from last year.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               Globally, 88% of incoming CEOs are first timers. S&amp;P 500 companies tend to 
appoint more experienced CEOs.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               There’s a growing realization among boards that effective succession planning requires a more deliberate approach.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               “Everything is more public now than it used to be,” said Dan Russell, a senior partner and global head of assessment at RHR International. “Boards are more involved with succession planning because there have been a handful of 
significant and somewhat embarrassing failures.”
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               In response, many companies are transforming succession planning from a periodic event in response to a CEO departure to a more continuous discipline powered by behavioral science, psychological assessment, and AI modeling.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               “A poor succession plan can cause catastrophic and cascading damage across culture, finances, and strategy, 
transforming an inevitable transition into a destabilizing crisis,” Russell said.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               Modern corporate governance now demands a strategic, proactive, ongoing approach. RHR’s experts say the most effective companies start planning the next CEO’s development the moment a new one takes the job.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               Call it risk management, as critical to stability as legal compliance or 
cybersecurity.
              </span>
             </p>
             <h2 style="mso-line-height-rule:exactly;Margin:0;line-height:1.38;font-family:Arial;font-size:20px;color:#000;">
              <span style="background-color:rgba(0,0,0,0);font-size:24px">
               A smarter way to choose leaders: Defining ‘what’ before looking for ‘who’ can deliver it
              </span>
             </h2>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               State-of-the-art succession planning starts with the “what” rather than the “who,” Russell said.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               “It’s very tempting to structure succession planning around a person who seems to be the ‘heir
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               apparent,’” Russell said. “What’s actually most important is defining what the next CEO needs to accomplish within what context — rather than looking to the past or mirroring a prior CEO.”
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               “Also important is being future-oriented and defining
what’s required of the next CEO based on the strategy and market forces the company will be facing,” he added.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               Modern assessments blend quantitative data with qualitative insights around leadership style, what motivates a CEO candidate, and their past decisions under pressure. Behavioral science is very informative in this context, Russell said.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               “Succession planning is a very 
critical and costly investment,” he said. “You want to make the best decisions possible based on whatever data you can gather. The companies who are doing this best look at the leader’s abilities compared to the profile on what’s needed in the future, rather than a generic profile.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               “The most successful companies are looking at a combination of demonstrated past performance, complemented by a deeper understanding of how the person thinks, why they behave in 
certain ways, and what motivates them,” he added.
              </span>
             </p>
             <h2 style="mso-line-height-rule:exactly;Margin:0;line-height:1.38;font-family:Arial;font-size:20px;color:#000;">
              <span style="background-color:rgba(0,0,0,0);font-size:24px">
               It takes 8-10 years to ‘grow’ a leader
              </span>
             </h2>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               That’s longer than most boards think, and longer than the standard five-year time horizon many companies use for succession planning. This is a major driver of companies looking externally for 
new leadership, Russell said.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               “Early identification and investment in future leaders is key to building an internal leadership pipeline,” he said.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               An obstacle to early identification of potential internal candidates is visibility.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               “The senior-most leaders and board members naturally have limited 
access to a few emerging leaders and anecdotal evidence (the “gut feeling”) coming out of those interactions, which gets over emphasized when making succession decisions,” Russell said. “Objective data on leadership style and capability are being used more often to compare potential successors on a common metric and to do a better job of identifying ‘hidden gems’ deeper within the company and earlier on in their careers.”
              </span>
             </p>
             <h2 style="mso-line-height-rule:exactly;Margin:0;line-height:1.38;font-family:Arial;font-size:20px;color:#000;">
              <span style="background-color:rgba(0,0,0,0);font-size:24px">
               What does the next-generation CEO look like?
              </span>
             </h2>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               “The next-gen CEO will look different largely in terms of background and mindset,” Russell said.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               “We’ll begin seeing CEOs from a broader swath of geographies and 
backgrounds,” he said. “We are already seeing companies begin to recruit different profiles than they have previously. They are looking beyond the Ivy League for their future leaders and with increasing interest in those without traditional academic backgrounds.”
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               Great CEOs work with their human resources leaders “to create a robust and evergreen succession planning process to develop the next generation of leaders for all critical roles, including the CEO 
role,” Rubin said. “This is a proactive, intentional process which includes clarifying the type of leadership needed in the future, assessing executives against this profile, then systematically providing stretch assignments, development support, and feedback to maximize their growth.
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               “Relying on the next internal CEO successors to just emerge is like riding on the highway in a go-cart,” Rubin said. “You might make it, but the odds are against 
you.”
              </span>
             </p>
             <p style="line-height: 1.38">
              <span style="background-color:rgba(0,0,0,0)">
               —Matthew Fray
              </span>
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