How to handle professional reference requests when your former CEO is deceased: A complete guide
The death of a CEO creates ripple effects throughout an organization that extend far beyond immediate business operations. When leadership transitions occur under such circumstances, employees often face unique challenges in maintaining professional relationships and securing future references.
The situation becomes even more complex when the successor CEO wasn't considered suitable for the role or when strategic visions diverged significantly from the original leadership.
The reality of CEO succession crises
Emergency succession events place considerable pressure on organizations to act swiftly and decisively to fill leadership gaps. Research shows that unexpected CEO departures act as a stress test of the succession process, and without proper planning, these transitions can be particularly challenging for all stakeholders involved. When the succession doesn't go smoothly, employees who worked closely with the former CEO may find themselves in professional limbo.
Crafting your response
Honesty with professionalism
When addressing reference requests in these circumstances, the key principle is maintaining honesty while demonstrating professionalism. Your response should acknowledge the situation without casting judgment on any party involved. Here are three ideas to help structure your explanation. Build upon or modify these to fit your circumstances, armed with the knowledge that less is often more.
Option 1: Focus on Leadership Transition and Strategic Alignment
"The founding CEO passed away and [Company Name] underwent a significant leadership transition. With that change, the new CEO brought a different strategic vision. As a result, my departure was amicable and aligned with the company's evolving direction, and I was provided with a mutually agreed exit package."
Option 2: Emphasize Professional Handling and Mutual Understanding
"The founding CEO passed away and [Company Name] underwent a significant leadership transition. With that change, the new CEO brought a different strategic vision. My exit was handled professionally, and I left on good terms, with a clear understanding that the new leadership's priorities differed from those of the founding team."
Option 3: Highlight Forward-Looking Approach
"The founding CEO passed away and [Company Name] underwent a significant leadership transition. With that change, the new CEO brought a different strategic vision. I was fortunate to receive a fair exit package, and my focus since then has been on new professional opportunities that align with my expertise and values."
Key elements to include
Factual Accuracy: Stick to verifiable facts about the leadership change and strategic shift. Avoid speculation or negative commentary about individuals involved.
Professional Tone: Maintain a respectful, professional demeanor that reflects well on your character and judgment.
Forward Focus: Emphasize your commitment to finding the right professional fit rather than dwelling on past circumstances.
Alternative Reference Strategies
Expanding your reference network
When traditional references become unavailable, it's crucial to think creatively about who can speak to your professional capabilities. Consider these alternative options:
Board Members and Directors: If the company had a board of directors, these individuals may have observed your work and can provide valuable insights into your contributions.
Senior Colleagues and Peers: Others who worked at your level or in parallel departments may be able to speak to your collaborative skills and professional competence.
External Stakeholders: Clients, vendors, or partners who worked closely with you during your tenure can provide external validation of your skills.
Industry Contacts: Professional associations, conference connections, or other industry relationships can serve as character and professional references.
Document your achievements
Letters of Recommendation: If possible, secure written recommendations from available contacts before they become harder to reach. These can be particularly valuable when verbal references aren't available.
Performance Documentation: Gather any formal performance reviews, project completion certificates, or other documentation that demonstrates your contributions.
Award and Recognition Records: Any formal recognition, awards, or commendations received during your tenure can serve as objective validation of your performance.
Communicating with prospective employers
Proactive explanation strategy
Rather than waiting for the reference issue to arise, consider addressing it proactively during the interview process. This demonstrates transparency and professional maturity. Your approach might include:
During Initial Interviews:
"I want to be transparent about my reference situation. The CEO I worked most closely with passed away, and the company underwent a significant leadership transition. I'd be happy to connect you with board members and senior colleagues who can speak to my performance and contributions during that period."
In Follow-Up Communications:
"Given the circumstances of the leadership transition at my former company, my strongest professional references are those who directly observed my work under the founding CEO. I'm prepared to provide contact information for several individuals who can speak comprehensively to my performance and impact."
Manage expectations
Be Clear About Limitations: Acknowledge that the successor CEO may not be the best person to provide a reference about your work, given the brief overlap and different strategic priorities.
Offer Multiple Options: Provide several alternative references to give prospective employers choices and demonstrate your professional network.
Explain the Context: Help hiring managers understand that your situation reflects broader organizational challenges rather than individual performance issues.
Turn challenges into opportunities
Demonstrate resilience and adaptability
These challenging circumstances can actually showcase valuable professional qualities:
Crisis Management Skills: Your ability to navigate complex organizational transitions demonstrates emotional intelligence and professional maturity.
Relationship Building: Your success in maintaining professional relationships despite difficult circumstances shows strong networking abilities.
Strategic Thinking: Your understanding of organizational dynamics and strategic alignment issues demonstrates sophisticated business acumen.
Build new professional relationships
Use this transition period to strengthen your professional network:
Industry Engagement: Increase your participation in professional associations and industry events.
Mentorship Relationships: Seek out mentors who can provide guidance and potentially serve as references.
Volunteer Leadership: Consider volunteer roles that allow you to demonstrate leadership skills and build new professional relationships.
Special considerations
When the successor CEO remains
If the successor CEO is still in place but the relationship is strained, consider these approaches:
Focus on Objective Metrics: Emphasize quantifiable achievements and objective performance measures rather than subjective relationships.
Highlight Team Contributions: Emphasize your role in team successes and collaborative achievements.
Professional Courtesy: Maintain professional courtesy while being honest about the strategic differences that led to your departure.
When references are completely unavailable
In rare cases where no suitable references exist from a particular role:
Acknowledge the Limitation: Be honest about the reference gap while providing context.
Offer Alternative Validation: Provide documentation, project outcomes, or other evidence of your contributions.
Suggest Alternative Verification: Offer to provide additional information or undergo additional assessment to address the reference gap.
Best practices for reference management
Maintain professional relationships
Regular Check-ins: Stay in touch with potential references even when not actively job searching.
Mutual Assistance: Offer to serve as a reference for others when appropriate.
Professional Updates: Keep your network informed about your career progress and achievements.
Documentation and preparation
Reference List Management: Maintain an updated list of potential references with current contact information.
Background Preparation: Provide references with relevant information about positions you're pursuing.
Gratitude and Follow-up: Always thank references for their time and keep them informed about outcomes.
Conclusion
Handling professional reference requests when a former CEO has passed away requires a delicate balance of honesty, professionalism, and strategic thinking. By focusing on factual explanations, developing alternative reference sources, and demonstrating your professional maturity in handling complex situations, you can successfully navigate these challenging circumstances.
Remember that most hiring managers understand that organizational transitions can create complex reference situations. Your ability to handle these circumstances professionally often says more about your character and judgment than the specific details of the situation itself.
The key is to approach these challenges as opportunities to demonstrate your resilience, professionalism, and strategic thinking – qualities that will serve you well in any future role. By following the strategies outlined in this guide, you can maintain your career momentum while honoring the memory of your former CEO and respecting the complexities of organizational change.
Are you managing a tricky moment? Schedule a 30- or 60-minute conversation and lets put our heads together.
The Redick Group specializes in helping professionals navigate complex career transitions with confidence and integrity. Our expertise in executive coaching and career strategy ensures that even the most challenging professional situations become opportunities for growth and advancement.
About Jared
Jared Redick is a San Francisco-based executive coach, communications strategist, and brand development consultant with more than 25 years of experience helping companies and high-level professionals position themselves for growth and change. Get career coaching here, or co-develop your professional identity here.