Alexander the Great’s Succession: What Happens When Leaders Don’t Plan Ahead
When Alexander the Great died in 323 BC, he left behind the largest empire the world had ever seen
When Alexander the Great died in 323 BC, he left behind the largest empire the world had ever seen and no clear successor. Within years, it was fractured and at war. The same fate befalls companies when their visionary leaders fail at CEO succession planning.
The Babylon Catastrophe: When Empires Collapse
Picture this: You’re the most powerful person who ever lived. You’ve conquered most of the known world by age 30. Death? That’s for other people.
Alexander’s death in Babylon wasn’t just the end of a conqueror. It was the beginning of chaos. When his generals asked who should inherit the empire, he reportedly whispered “to the strongest,” then died at just 32 years old. Thanks for nothing, Alex.
What followed was a masterclass in how not to handle CEO succession planning.
The immediate fallout was swift and brutal:
The infantry wanted Philip Arrhidaeus (Alexander’s half-brother) as king. The cavalry faction wanted to wait for Roxana’s unborn child. Nobody could agree on anything. Tensions escalated until the infantry literally besieged their own officers.
Both sides eventually cut a deal: joint kings, shared power, everyone plays nice. Classic corporate compromise, right? Wrong.
The “reconciliation” ceremony was a trap. Perdiccas demanded the insurgent leaders be handed over—then had them trampled to death by war elephants. Yes, you read that right. War elephants. Meleager got executed shortly after for good measure.
The empire’s fate was sealed. With rivals eliminated, Perdiccas thought he’d won. Instead, other generals like Ptolemy immediately contested his authority. The Wars of the Diadochi began, fracturing Alexander’s empire into competing kingdoms that never reunited.
Here’s the kicker: Alexander probably never believed he would die. He was young, invincible, the guy who conquered the known world. By the end, he wasn’t even lucid enough to make proper succession plans. His empire died with him because it was built around one man’s ego, not sustainable systems.
Sound familiar? This is exactly why CEO succession planning matters more than most founders think.
Modern CEO Succession Planning: When It Works (and When It Doesn’t)
The business world is littered with Alexander-style succession disasters. But some companies actually nail their CEO succession planning.
Success Stories: Planning Done Right
Apple’s Redemption Arc: Apple’s market cap exploded from $364.4 billion in 2011 to $3.55 trillion by October 2024 under Tim Cook. Yet the transition wasn’t initially smooth. Apple stock fell 0.7 percent the day following Jobs’ resignation, and shares rose almost 80% in the year after Jobs’ death, showing initial uncertainty followed by confidence in Cook’s leadership.
Disney’s Rocky Road: Disney’s story is more complex. From 2005 to February 2020, Disney’s share price increased about 420%, far outpacing the S&P 500’s 150% gain under Bob Iger. However, when Bob Chapek replaced Iger in 2020, after poor financial results, Disney’s share price slumped and Chapek was ousted, with the stock jumping 10% on news of Iger’s return.
Cautionary Tales: CEO Succession Planning Disasters
WeWork’s Spectacular Meltdown: Adam Neumann makes Alexander look responsible. This guy cashed out $700 million before the IPO, chartered private jets for marijuana smoking trips, and reportedly wanted to become “president of the world.”
When investors saw WeWork’s IPO filing, they ran screaming. The company’s valuation crashed from $47 billion to under $20 billion. The prospectus revealed $900 million in losses in just six months and $47 billion in lease obligations.
Neumann got pushed out and walked away with $1.7 billion. Meanwhile, the company laid off one-third of its workforce. At least Alexander’s generals had to fight for their money.
Uber’s Leadership Circus: Travis Kalanick’s messy departure showed how founder-centric companies implode when their “visionaries” leave without proper CEO succession planning.
Why Founders Struggle With CEO Succession Planning (The Alexander Complex)
Here’s the uncomfortable truth: most founders suffer from the same delusions as Alexander when it comes to CEO succession planning.
The Immortality Complex: They think they’re too important to die or step down. Alexander genuinely believed he could conquer death the same way he conquered Persia. Modern founders think their companies will collapse without them.
Control Addiction: They can’t imagine anyone else understanding their “vision.” Alexander’s dying words—”to the strongest”—weren’t succession planning. They were an admission he’d never prepared anyone to actually lead.
Identity Crisis: The company becomes their entire identity. When Alexander died, his empire had no meaning beyond his personal charisma. Same thing happens when founders make themselves irreplaceable.
Trust Issues: They don’t trust anyone with their baby. Alexander’s generals were brilliant commanders, but he never groomed them as true successors because he couldn’t let go.
What Smart Leaders Do Differently in CEO Succession Planning
The best CEO succession planning happens when leaders do the opposite of Alexander:
Build Systems, Not Cults: Tim Cook credits Apple’s continued success to hiring people who push back and offer different skills. Strong companies outlast any individual leader.
Start Succession Planning Early: Succession planning should start years ahead, not months. Disney learned this the hard way with their CEO succession planning failure.
Develop Multiple Candidates: Don’t put all your eggs in one successor basket. Create healthy competition and backup options in your CEO succession planning process.
Preserve DNA While Enabling Evolution: The best CEO succession planning keeps the company’s core values while letting new leadership adapt to changing times.
Plan for Crisis, Not Just Retirement: Have contingency plans for unexpected departures in your CEO succession planning, because life happens.
The Real Test of Greatness
Alexander conquered the world but failed the ultimate test: CEO succession planning. His empire died because it was built around his personality, not enduring institutions.
Modern companies face the same choice. Apple eventually succeeded because it became bigger than Steve Jobs. WeWork crashed because it never became bigger than Adam Neumann’s ego.
Here’s the bottom line: Great founders don’t just build companies—they build legacies through proper CEO succession planning. The question isn’t whether you’re irreplaceable; it’s whether you’ve made yourself unnecessary for your vision to continue.
Alexander never figured that out. Don’t make his mistake.
