CEO succession planning is a critical board responsibility – and a big challenge. According to Dr. Julie Bell, director, leadership advisory at Chartwell Partners, boards can follow a five-step process to ensure an orderly, informed succession planning process. That process includes nailing down a timeline, evaluating the candidates and coming up with a coaching plan to close any skills gaps in a would-be successor.

  • Identifying Candidates
  • Conducting Assessments
  • Coaching Successors

Julie Bell

Leadership Advisory

Julie Bell is head of leadership advisory which includes succession planning, executive assessments, board advisory and executive coaching at Chartwell Partners.  She brings a 25-year track record of partnering with organizations and individuals in their quest to maximize performance. 


As an entrepreneur in her early career, Dr. Bell worked with a variety of individuals, teams and organizations to improve their mindset through principles she developed to help her clients deliver their best performance when it matters most.  She is routinely featured as the keynote speaker at many conferences, offsites and leadership development events. 


Dr. Bell published her book Performance Intelligence At Work to translate her observations in the sports world to the corporate playing field in 2009.