Long story short
Josh D’Amaro is taking over as Disney’s CEO in 2026. After years of speculation around Bob Iger’s succession, the company has finally made its move. It’s a strong example of CEO succession planning done right, keeping the culture intact.
What happened
To understand this move, you need to understand Bob Iger.
During his first tenure as CEO (2005–2020), he reshaped Disney through major acquisitions (Pixar, Marvel, Lucasfilm, and 21st Century Fox) and launched Disney+, pushing the company into the streaming era.
He’s a legend, but even legends need an exit plan.
Disney’s board chose D’Amaro because he connects Disney’s classic roots with its more tech‑driven future. As Chairman of Parks, Experiences and Products, he represents both the company’s operational strength and its evolving consumer strategy.
“Of course, I feel the weight on my shoulders.”
Josh D’amaro
Succession planning is about preparing leaders before a transition happens. This time, Disney’s board is signaling a more stable and deliberate approach. By choosing an internal candidate who understands the company’s culture and operations, they aim to reduce disruption.
Still, banks and investors have mixed feelings, as leadership uncertainty is still one of the biggest risks for a giant like Disney.
By appointing an insider, Disney signals continuity. But cautious investors wonder whether D’Amaro can navigate rising costs and a rapidly changing media landscape.
Even with those concerns, the move protects Disney’s DNA while opening the door to a new phase of growth. That’s what succession planning is ultimately for: ensuring stability without slowing evolution.
Remotivate’s take
If you’re a founder of small-medium company, you might think succession planning is only for giants like Disney. That’s not the case.
For example, in a remote or distributed team, you create leadership gaps every time you skip documenting a process or training someone to step in. Indeed, teams shouldn’t depend on just one person to keep things running.
Without real CEO succession planning, you risk building a company that collapses the moment you step back.
Therefore, here is how to apply the Disney move to your team:
- Identify your future leaders early by looking for people who naturally reflect your culture. Don’t wait for a crisis to start mentoring them. Instead, build a pipeline of potential leaders now.
- Plan the handover carefully: Success isn’t about the new person being a copy of the old one. It’s more about giving them the authority to evolve the vision while preserving core values.
- Stay hands-on during transitions: Leaders who stay connected to day-to-day work tend to keep teams more motivated. In remote teams, especially, this means being visible, accessible, and involved.
- Talk about it openly: Disney’s stock drop after the CEO announcement, that is a good reminder of how sensitive markets are to leadership changes. That’s why CEO succession planning matters so much as you scale, and being open about how leadership changes work builds trust long before the transition.
In conclusion, CEO succession planning is about building a company that can thrive without you. If Disney can do it after decades of Bob Iger, you can start doing it today. The best time to plan your exit is long before you feel you need one.