The search for Disney's new Chief Executive Officer, a pivotal role within the global entertainment giant, was an extensive and meticulously planned endeavor. James Gorman, who chairs the company's board, has shed light on the rigorous year-long process that ultimately led to the selection of Josh D'Amaro as Bob Iger's successor. This comprehensive quest involved evaluating numerous candidates and underscored the board's dedication to identifying a leader capable of guiding one of the world's most iconic brands into its next chapter.
The Meticulous Journey to Disney's New CEO: A Look Behind the Scenes
In February 2026, The Walt Disney Company officially announced Josh D'Amaro as its new Chief Executive Officer, taking over from the long-serving Bob Iger. This decision followed a thorough and confidential succession planning process initiated over a year prior when James Gorman joined Disney's board. Gorman, bringing valuable experience from a successful leadership transition at Morgan Stanley, emphasized that the board’s primary responsibility is securing effective leadership. The board's succession committee, led by Gorman and including prominent figures like General Motors CEO Mary Barra and former Sky chief Jeremy Darroch, meticulously defined the essential qualities for Disney's next leader. The ideal candidate needed to embody an appreciation for the brand, a talent for storytelling, the ability to manage complex global operations, and possess unwavering resilience and positive leadership. The committee engaged with over 100 internal and external candidates, conducting extensive interviews and seeking counsel from advisors and employees. Throughout this period, Bob Iger himself played a crucial role in mentoring potential successors, including D'Amaro and Dana Walden. This rigorous, highly confidential process, marked by numerous committee meetings and direct engagement with candidates, ensured that D'Amaro’s selection was the result of a comprehensive evaluation, affirming his suitability to lead the multinational corporation. Post-selection, key internal candidates like Dana Walden, Alan Bergman, and Jimmy Pitaro were retained in new or existing crucial roles, demonstrating the board's commitment to nurturing and retaining its senior executive talent.
This detailed account of Disney's CEO succession process provides valuable insights into corporate governance and strategic leadership. It underscores the importance of a well-defined and transparent approach to leadership transitions, particularly in organizations of Disney's scale and global influence. The emphasis on identifying a leader who not only possesses strong operational skills but also deeply understands and embodies the company's core values and storytelling ethos is a key takeaway. Furthermore, the deliberate strategy to retain other highly capable executives within the company highlights a forward-thinking approach to talent management, ensuring continued stability and innovation. It reinforces the idea that true leadership extends beyond a single individual, thriving on a collective of strong, respected professionals working towards a shared vision.