True and Valiant Succession Planning

Look to Iowa State University Athletics for an Example of Excellence

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It was a long-anticipated gut punch when Iowa State Football Head Coach Matt Campbell – the winningest and most consistently courted coach in generations - decided it was time to move closer to family and take on the vacant position at Penn State University.

But, before the dust had even stirred, Athletics Director Jamie Pollard had formed, followed, and stuck the landing on a well-crafted transition plan. Successor Jimmy Rogers was already “in flight” to take the helm, preparing to settle the dust around Cyclone Nation.

In my capacity as a fan, this one hurt. In my capacity as someone who coaches leadership transition, I have trouble being prouder.

I’ve long been a Jamie Pollard supporter. Has he always been right? No. But he’s been transparent, owned missteps publicly, and consistently shared how he intended to course-correct. That kind of accountability has always resonated with me as a leadership consultant.

As a fan still in mourning, my professional view has been reassured because, as Pollard met with the media late Friday evening, he accomplished three things to begin a beautiful transition that also double as key lessons for leaders executing a succession plan:

The successor was named immediately.

There was no scramble, no drama, no chaos.

• Pollard had a list.

• He spent time building bench strength.

• He monitored talent and invested in future readiness.

So, when the moment came, Iowa State moved swiftly, and Cyclone fans got clarity instead of uncertainty. That’s succession planning done well.

Pollard led with gratitude.

Pollard could have expressed frustration over Campbell’s departure. He could have said what many fans were thinking, “Matt said he would stay. That we were family!”

Instead, he publicly honored his contributions and acknowledged Campbell’s personal priority of being closer to aging parents. That level of leadership shows something powerful:

You can appreciate someone’s service while supporting their growth, even when it doesn’t benefit you.

He held information responsibly. Then explained the process.

Pollard thanked the media for their patience, acknowledging unanswered calls and texts while decisions were unfolding behind the scenes.

Leaders know this burden:

• He didn’t speculate or overshare.

• He didn’t rush the competing timelines.

• He didn’t cave to the pressure to just say anything before there was clarity,

Pollard waited until there was something meaningful to share and then peeled back the curtain. And in a full-circle moment, he closed with a familiar refrain, popularized by Campbell himself:

“Thank you for trusting the process.”

The very culture Campbell helped build became the language Pollard used to steward the transition. That symbolism wasn’t lost on me.

Here’s what Cyclone Nation reminded me this week:

1. Change happens.

2. People move on.

3. Timing rarely aligns with our preferences.

4. But having a real succession plan – one built before the storm – is what creates stability, confidence, and continuity.

So I’ll ask you:

➡️ Do you have a succession plan in place?

➡️ Have you mapped scenarios where change is planned… and where it isn’t?

I work with organizations to identify successors, build talent pipelines, assess readiness, and navigate those “oh no, now what?” moments so you don’t have to react from panic.

If this week stirred anything in you as a fan, a leader, or someone who recognizes how fragile continuity can be - let’s talk.

I’d love to help you trust your process, too.

Contact Amy Boyce at Amy@TopfBusinessLearning.com

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