Case Study 9

CEO and management succession planning for Rochester-Genesee Regional Transportation Authority

The challenge

A regional transit service providing transportation services to a population of 1.5 million people over several counties needed a management succession process to better focus on development of talent internally for key management roles. They also wanted a documented process for CEO succession to minimize undue political influence, and ensure a professional and objectively focused process to find and select the best candidate for the position.

What I did

I worked closely with a team consisting of the CEO, the chairman of the board, head of HR and corporate counsel to ensure that both succession processes would achieve their management development, process effectiveness and legal objectives. I guided the work, providing the framework and tools to develop competency profiles for each key position, assessment tools, management practices, and the overall processes for management succession and CEO succession.


The board was pleased to adopt the legally-vetted CEO replacement process, and felt confident in the management succession process to continually improve the quality of management talent. Within the first year, the organization used the tools and processes to develop and promote key people internally and to select a new hire externally. In the third year, the CEO process was utilized to find a replacement for the CEO who had announced his resignation.