Navigating Executive Turnover: Building Leadership Continuity in the Packaging Industry

Executive turnover is one of the most disruptive events an organization can face—yet many companies in the packaging industry remain unprepared. When a senior leader departs unexpectedly, it can derail strategy, damage morale, and slow down critical decision-making.

In today’s competitive, fast-evolving environment, leadership continuity is not optional. It’s a strategic advantage.

The Hidden Cost of Executive Turnover

Leadership transitions cost far more than just recruitment fees. The real expense lies in the lost momentum, talent drain, and uncertainty that often follow.

According to Athena’s research, 1 in 3 packaging companies say a senior executive’s departure has significantly delayed a major initiative. Whether it’s launching a new sustainable product line or navigating regulatory changes, leadership gaps can put your competitive edge at risk.

How to Build Leadership Continuity

To safeguard your organization’s future, start viewing succession planning as a year-round discipline—not a reactive process. Here are three key actions:

1. Prioritize Succession Planning

Identify high-potential leaders within your organization early. Invest in their development through mentorship, cross-functional exposure, and executive coaching. Succession candidates should be business-ready—not just role-ready.

2. Preserve Institutional Knowledge

Establish systems that allow outgoing executives to document and share critical insights, tools, and workflows. A structured knowledge transfer ensures continuity and empowers the incoming leader.

3. Benchmark External Talent

Even if you have internal candidates, it’s wise to compare them against the external market. A confidential talent mapping exercise can help you evaluate leadership readiness and identify potential external successors.

Athena Insight: Be Proactive, Not Reactive

At Athena Executive Search, we advise clients to begin succession conversations well before an executive plans to exit. A proactive approach allows for smoother onboarding, better cultural alignment, and less operational disruption.

We’ve seen that companies who start the search process six months to a year in advance consistently report stronger long-term outcomes—both in leadership performance and organizational stability.

Case Study: Future-Proofing the C-Suite

A mid-sized flexible packaging firm came to Athena with a unique challenge: their COO planned to retire in less than a year. Rather than rushing to fill the role, we guided them through a confidential search process, identifying candidates who could lead their next phase of growth.

The result? A seamless transition. The new COO was fully onboarded before the outgoing executive left—allowing the company to maintain operational momentum and avoid disruptions to key customer relationships.

Is Your Business Ready for a Leadership Transition?

If your company doesn’t yet have a clear plan for executive succession, now is the time to act. Whether you’re preparing for a planned retirement or navigating sudden turnover, we can help you build a future-ready leadership team.

Contact Athena Executive Search to schedule a confidential consultation.

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