No Pope, No Panic: Key lessons on succession

Esther Hadiza Ijeaku, Principal Consultant, Skill Hub Consulting

Pope Francis:  Head of the Catholic Church and sovereign of the Vatican City State 13 March 2013 to 21 April 2025

In the world of leadership transitions, some organisations fall apart while others continue seamlessly. Fortunately or not, it often comes down to structure and succession planning. We have to acknowledge the excellent organisation, structure and systems activated because the eventuality of the Pope's passing was planned for. The future-proofing of the institution should not be left to chance in the event of the departure of the founder or leader. Here are three real-world examples of institutions that failed after their leaders died in contrast with the Catholic Church, which has successfully navigated papal deaths for centuries:

1. Tiverton Media Company: After the departure of its founder, Tiverton struggled despite years of success. There was no real succession plan so the key staff still left, and the company couldn’t recover. This is a classic case of over-reliance on a charismatic leader and ignoring contingency planning.

2. ⁠Forest Laboratories: When CEO Howard Solomon died, the company lacked a clear successor. The result was confusion, investor panic, and declining performance. The absence of a transition plan turned a strong business into a cautionary tale.

3. Nigerian Family-Owned Businesses: Many Nigerian family businesses don’t survive the death of the founder. Disagreements among family members, lack of formal leadership pipelines, and absence of legal structures often lead to collapse before the second generation takes over.

Underlying management principles for the reasons provided include Contingency Theory where structures must match context, Human Capital Theory to develop talent early, and Systems Theory where overdependence on individuals weakens the whole.

A Model of Stability: The Catholic Church

Now contrast that with the Catholic Church. When a pope dies, there is no chaos. The Church moves into a sede vacante period, and a conclave of cardinals gathers to elect a new pope—usually within 15–20 days. This process is centuries old, clearly documented, and culturally reinforced.

Here are a few reasons for the solid future-proofing: There are codified transition rules in the canon Law; the organization has shared global culture that values continuity; There is a prepared leadership bench i.e. Cardinals, and bishops; and strong systems and rituals guide the organization beyond any one person

If your organization depends too heavily on a single leader, it is at risk. As difficult as it ight seem, it's critical to accept that you cannot lead forever. To be resilient:

• Have a clear succession plan

• Develop your next generation of leaders

• Codify your culture, values, and decision-making

• Design systems that can function without you

The Catholic Church’s example shows that even ancient institutions can teach us something modern. If you want your vision to last, it is critical to plan beyond yourself.