Leadership transitions, especially in deeply symbolic roles, have ripple effects far beyond religious circles. This is what Pope Francis’ passing reminded us all of. Whether you’re guiding a 1.3 billion-strong global faith or sitting at the head of a multinational, succession is a defining moment. And the Vatican knows a thing or two about navigating it…
Historically, papal transitions have run the full spectrum from the chaotic to the quietly masterful. A bit more recently, the 2013 handover between Benedict XVI and Francis stood out for its peacefulness, transparency, and humility — traits Francis would embody. In fact, during his papacy, Francis often chose simple accommodation over the Apostolic Palace, and favoured dialogue over decree. It wasn’t just symbolic — it was strategic. He used soft power, personal example, and a steady hand to lead through global crises, internal reform, and even sharp ideological divides within the Church.
That unique blend of leadership under pressure and seamless transition can inspire modern businesses in a powerful and wise way. Here are three key lessons CEOs should take note on when it comes to leadership succession:
#1 Lesson – Succession as a System
Centuries of canon law, conclave rituals, and crisis protocols ensure continuity even when the seat of power is empty. The Vatican doesn’t wait until a Pope dies to prepare for the next one, nor does this institution “play by ear”. The sede vacante — literally “vacant seat” — is not a period of chaos, but calm anticipation. Quite a contrast if we take a look at the private sector, as only 29% of organisations feel “highly prepared” for leadership transition, despite 73% citing continuity as a top concern according to PwC’s 2023 CEO Survey. Businesses may master successions at a conceptual level –implementation does not usually go as gracefully, unfortunately.
#2 Lesson – The True Constant: Culture
Popes come and go, the culture of the Church — its values, rituals, and purpose — stays. Humble, pastoral, and reform-minded, Francis’ style never lost sight of the bigger picture: the Church’s broader mission. Embodying change without diluting identity is what appealed both progressives and traditionalists. In contrast, businesses often miss this lesson. Even in turbulent times, employees who strongly identify with their company’s culture are more likely to stay according to Gallup’s 2022 State of the Global Workplace. Yet culture is rarely at the centre of succession planning. Culture is the lifeblood of continuity. Leaders may change — values shouldn’t.
#3 Lesson – Consensus Is Strength, Not Slowness
The papal conclave is designed for unity. The two-thirds majority rule dates back to 1179 and is meant to ensure that no Pope takes office without broad backing. It’s not just ceremonial — it’s stabilising. That level of consensus can take time, but it signals legitimacy from day one. In contrast, Egon Zehnder’s CEO Succession Study shows only 46% of board members believe their selection processes are rigorous. Many transitions happen in a rush — without the wide consultation that builds buy-in. Stakeholder alignment isn’t optional; it’s what makes leadership durable.
In Conclusion…
As the world welcomes the next Pope, there’s more than just theological curiosity in play. Business leaders would do well to look beyond the smoke and bells — and into the strategic machinery that has kept one of the world’s oldest institutions not just intact, but influential. Because whether you’re leading a church or a company, it’s not just about who follows — it’s about how you lead the way out.
Author: Dr. Ryne Sherman – Chief Science Officer, Hogan Assessments
Photo credit: StockCake
