In the strategic leadership of major organisations, it is common practice to plan key executive appointments – from the C-suite to the senior management level – with foresight and discretion.
Being considered internally as a frontrunner for such a pivotal role is a sign of strong visibility and deep trust within the organisation. However, when these internal succession processes reach the public domain – and are met with criticism, speculation or even polemics – it presents unique challenges for any leadership personality.
A current example can be seen in the ongoing speculation around the future CEO succession at UBS, following the announced departure of Sergio Ermotti in 2026. Names are circulating, public assessments are being made, and the tone of the debate is rarely neutral – often shaped by prejudice, narratives, or simplification.
So how should senior executives – or those being discussed as top candidates – deal with this level of exposure and scrutiny?
- Composure as a Leadership Skill: Show Calm and Clarity
Not every mention in the media requires a response. Those publicly named as candidates for senior leadership positions should be aware that personnel speculation is part of the “business game”. It often comes with inflated expectations, misinterpretations, or deliberate commentary.
Your positioning should be one of composed confidence – both internally and externally. Demonstrate loyalty to the organisation, full focus on your current responsibilities, and a commitment to performance – regardless of what lies ahead. Your presence should convey substance, not rumour.
- Internal Communication: Authenticity Over Evasion
When speaking with colleagues, superiors, or team members, credibility is key. Avoid evasive answers, but don’t ignore the subject if it becomes a talking point within your circle.
If light-hearted remarks arise such as “Already planning for the CEO’s office?”, a balanced and professional response might be: “I’m fully occupied with my current role – and I truly value the challenges it brings.”
This keeps you grounded while subtly acknowledging ambition, without fuelling speculation. When receiving supportive comments, respond with appreciation: “That trust means a great deal to me.” Creating connection while managing expectations is a hallmark of leadership.
- Dealing with the Media: Be Clear, Offer No Weak Points
If approached by journalists or mentioned in media reports, your rule should be: do not comment on succession or personnel matters. Stick to the official company line. Phrases such as “I do not comment on speculation around personnel decisions” or “My full attention is on my current role” set a firm and professional tone.
Avoid emotional or defensive reactions, even when media coverage seems unfair. Maintaining composure in public communications signals leadership maturity and integrity – exactly the qualities expected in top executive roles.
- Social Media: Observe Strategically, Position Thoughtfully
On platforms like LinkedIn or X, discussions can unfold rapidly – ranging from support to sarcasm or outright criticism. The best approach: observe, but refrain from reacting impulsively. Responding to isolated negative comments only amplifies them. Remember, your professional standing is built over time through your entire digital presence – not a single exchange.
Instead, contribute selectively through content that reflects your expertise and leadership perspective. This creates a counterbalance to polarised discussions and reinforces your credibility.
- Mental Resilience: Seek Trusted Support
Media exposure, regardless of tone, brings pressure. The period between being perceived as a potential candidate and the final decision is often marked by uncertainty. Navigating this “in-between” space requires inner resilience.
Proactively seek trusted sparring partners – inside and outside the organisation – who can provide honest reflection. Keep your own agenda moving forward. Make sure your impact, values, and achievements remain visible. This not only strengthens your professional positioning but also supports your personal stability during this high-exposure phase.
Manage Visibility with Intent
If you’re being discussed as a successor for a top role, you’re already in the spotlight – both within the organisation and beyond. What matters most is not the nature of the media coverage or workplace commentary, but how you manage your visibility.
With clarity, poise, and consistent alignment with your values and professional standards, you can set the right tone. Public debate will continue to evolve. Your responsibility as a leader is not just to react, but to steer your presence intentionally – and demonstrate your integrity.
Because ultimately, how you carry yourself in this phase may say more about your readiness for leadership than the title itself.