How to Write a Eulogy for Your Ceo - Eulogy Examples & Tips

Writing a eulogy for a CEO feels weighty and oddly public. The person at the top of your org meant different things to different people. You might be speaking as a close colleague, a board member, an executive peer, or a direct report. This guide helps you find the right tone, organize what to say, and deliver a tribute that honors the person and supports the company. We explain relevant terms, offer real examples you can adapt, and include templates for short and long remarks.

Who this guide is for

This article is for anyone asked to speak about a CEO at a funeral, memorial, or company gathering. Maybe you were the obvious pick because you served alongside them as a board chair or because you were the person who reported to them every day. Maybe you are a friend who also works at the company. This guide includes templates and scripts for different roles and tones including formal, celebratory, startup culture, and short remarks for an internal all hands.

What is a eulogy in a corporate context

In a corporate context a eulogy is a speech that honors the life and leadership of the person who has died. It often appears at a funeral or memorial. It can also be delivered at an internal company event such as a memorial meeting or an all hands. A eulogy is not the same as a public statement from the company. Company statements are short factual announcements about next steps and resources. A eulogy is personal and story driven. It is allowed to be imperfect.

Terms and acronyms you might see

• CEO Chief Executive Officer. The person responsible for overall company strategy and day to day leadership.
• Board chair The leader of the company board of directors who may coordinate succession and governance matters.
• HR Human Resources. The team that supports employees and manages benefits and communications after a death.
• All hands A company wide meeting where leadership addresses the whole organization. Pronounced like the phrase the whole team.
• Company statement A short factual announcement from leadership about the death and any immediate operational plans.
• Livestream Broadcasting an event live online. Many companies livestream memorial meetings for remote employees.

Before you start writing

There are practical steps to take before you write a single sentence. These steps protect privacy and keep the message coordinated across the company.

• Coordinate with HR and the board Ask HR for guidance on timing and content. The board or family may have preferences about what is public and what is private.
• Ask the family what they want shared If you are in direct contact, confirm whether the family wants a public tribute and whether there are details they prefer to keep private.
• Decide the audience Will the eulogy be delivered at a funeral, a small memorial, an internal meeting, or a public service? Adjust tone and length accordingly.
• Agree on the level of candor Company leaders often balance honesty with discretion. Check with the board and HR about discussing sensitive topics such as health struggles or business issues.
• Coordinate timing with company communications A company statement often goes out first. Your eulogy should complement that message and avoid conflicting facts.

Choosing the right tone

Tone matters more than you think. If the CEO was a beloved founder at a small startup your remarks might be warm and informal. If the CEO led a large public company your remarks might be more structured and formal. Choose one tone and stick to it. Mixing extremes in the same speech can feel jarring.

Tone examples

• Warm and personal Use for founders and long term leaders who had deep relationships with staff.
• Respectful and professional Use for public company executives where regulatory and investor concerns matter.
• Celebratory and cultural Use for leaders who shaped company culture and whose legacy lives in rituals or rituals such as annual retreats.
• Short and steady Use at an internal all hands where time is limited and many voices will speak.

Structure that works for a CEO eulogy

Good structure helps you and the audience. Here is a simple shape that translates to three to ten minutes depending on how many anecdotes you include.

• Opening Say who you are and why you are speaking. Offer a one sentence emotional anchor such as what the leader meant to the company.
• Life and leadership sketch Give a concise overview of their background and major roles. For a founder include origin stories that shaped the company.
• Anecdotes Share two or three short stories that reveal character and leadership style. Keep them specific and short.
• Impact on people and culture Explain how their leadership changed the company and shaped people. Mention concrete programs or rituals if applicable.
• Closing End with a short final line that invites remembrance and next steps such as a moment of silence or a call to honor their values through action.

Collecting material

Gather material from multiple sources. A well rounded tribute includes facts as well as emotion.

• Ask close colleagues and family for one memory each.
• Scan internal comms for stories staff have already shared.
• Pull two or three short quotes from the CEO you can use verbatim.
• Note any philanthropic or community work to mention.
• Confirm dates and key milestones with HR or the executive assistant to avoid errors.

Writing the opening

Your opening sets the tone and gives listeners context. Keep it short and clear. For example

• Hello everyone. I am Priya Patel and I served as the chief operating officer with Alex for six years. Today we gather to remember Alex not just as our CEO but as the person who taught us how to listen to customers with curiosity.
• Good afternoon. I am Marcus Lee and I chair the board. We come together to honor Jamie who built this company with grit and care.

Anecdotes that land in a company room

At work people remember rituals. Pick stories that show leadership habits not just achievements. Focus on small moments that reveal values.

Types of short anecdotes

• The founder who answered support tickets at midnight when the company had ten employees.
• The CEO who insisted on walking the office floor every Friday and learning one new name each week.
• The leader who stopped a meeting to ask how a junior employee was doing and then actually followed up the next day.

Examples you can adapt

Example 1: Board chair for a public company, five minute version

Hello. I am Daniel Kim and I chair the board. On behalf of the board and the entire company I want to thank you for being here and for the outpouring of support we have seen from customers and partners.

Samantha joined our firm in 2012 as chief executive officer and over the last decade she transformed our business from a niche product company into a global platform. What people remember is not just the growth numbers but how she led. She insisted on high standards and on kindness. She believed that rigorous debate should always end in mutual respect.

One small story. After a tough quarter she walked into the customer success war room and spent the afternoon on the phone with a single client who had a complex issue. She could have sent the team to handle it. Instead she sat with them and listened. That day taught us something about ownership. It was not about being the boss. It was about being present.

Samantha cared about talent. She launched the early career fellowship that brought us many of our best leaders. She also gave generously to community programs and encouraged employees to take volunteer days. We will honor her by continuing those programs and by supporting her family in the hard weeks ahead.

Please join me for a brief moment of silence to remember her and then we will share practical ways the company will support employees including counseling and flexible time off. Thank you.

Example 2: Startup cofounder and CEO, informal and emotional

Hi everyone. I am Ruby and I co founded Greenfield with Alex. If you were on our Slack at two in the morning you knew Alex would be there too making terrible jokes and then solving the bug we had been chasing for days.

Alex made room for messy ideas. When we were tiny he taught us to ship quickly and to be kind to one another. He would always say do the right thing for the customer and then do the right thing for the team. He loved tacos and bad coffee and believed that every engineer should own the user experience.

My favorite memory is a rainy demo day when the deck went sideways and he took the stage, unplugged the laptop, and told the story of why we started the company. People cried and then we got three new users that week because he reminded everyone why the work mattered.

I do not know how we move forward without him but I do know this. We will build the company he wanted. We will keep the rituals he loved. And when the night gets long we will tell the same awful jokes he told and remember to laugh. Thank you Alex. We will miss you.

Example 3: Short internal all hands remark by an executive

Good morning. I am Leila, head of product. I will keep this brief. Marcus showed up for us in big ways and small. He pushed us to be better product thinkers but he also learned every intern s name and celebrated their wins publicly. Today we are pausing product development for an hour to gather and remember him. HR will share resources for anyone who needs support. If you want to share a memory please reach out and we will collect them for the family. Thank you.

Templates you can use and adapt

Fill in the blanks and then edit to make it sound like you. Read it out loud and trim anything that sounds forced.

Template A: Formal company tribute

My name is [Your Name]. I serve as [role]. [CEO Name] joined the company in [year] and led us through [key milestone]. More importantly [CEO Name] taught us [value]. One example of this was [short story]. We will honor [CEO Name] by [practical action such as continuing a program or setting up a scholarship]. Thank you for being here.

Template B: Warm personal tribute from a coworker

Hi. I am [Your Name]. I worked with [CEO Name] on [team or project]. [CEO Name] had a habit of [small habit]. My favorite memory is [short story]. That memory shows how [CEO Name] cared about [value]. I am grateful to have worked with them and I will honor them by [personal action].

Template C: Very short all hands remark

My name is [Your Name]. I am [role]. [CEO Name] meant a lot to this company and to me personally. We will remember their leadership and their kindness. HR will share details on grief support. Thank you for joining us today.

What to avoid when speaking about a CEO

• Avoid making unverified claims about health or cause of death. Leave medical details to family or official statements.
• Avoid airing internal disputes or sensitive business issues. The eulogy is not a place for corporate debate.
• Avoid proprietary details about clients or projects that should remain confidential.
• Avoid overusing superlatives without specific examples. Saying someone was the best is less useful than describing one thing they did that mattered.

Delivery tips for a corporate room

• Plan for livestream If the event will be broadcast, work with IT to test audio and camera framing. Look at the camera briefly during key lines so remote team members feel included.
• Keep it human Use a normal speaking voice. Speak slowly and pause between ideas. Pauses give the room time to respond and let you breathe.
• Bring printed notes Use large font and simple cue cards. Emotions make phone screens hard to manage.
• Coordinate transitions If others will speak line up the sequence in advance so the service flows and people are not repeating the same memories.
• Offer resources Mention HR resources and any company support such as counseling, time off, or donation matching programs.
• Be mindful of time Many companies have schedules and investors or partners watching. Keep remarks concise and focused.

Handling complicated relationships

Not every leader was universally loved. If your relationship was complex you can still be honest and professional. Acknowledge complexity with dignity. Focus on lessons learned or the ways the person influenced the company even if complicated.

Examples for complexity

• My relationship with Jordan was direct and sometimes difficult. Jordan pushed teams hard and asked for results quickly. I learned to argue clearly and to stand by a data backed case. Those lessons pushed us to grow faster and I am grateful for that clarity.
• While we did not always agree on strategy, I respected how they made decisions and owned them. That responsibility matters now more than ever.

After the eulogy and memorial

• Share the text with HR and the family for approval before publishing internally or externally.
• Offer to provide a written copy for the company archive and for any memorial book the family may want.
• Plan follow up communications about next steps including interim leadership and support resources.

Glossary of useful terms and acronyms

• CEO Chief Executive Officer. The person ultimately responsible for the company s operations and strategy.
• Board chair The leader of the board of directors who oversees governance and supports succession.
• HR Human Resources. The team responsible for employee wellbeing, benefits, and internal communications.
• All hands A company wide meeting where leadership addresses the entire staff.
• Livestream Broadcasting an event live online so remote employees and external partners can watch in real time.
• Company statement A brief official announcement from leadership about the death and next steps.

Frequently asked questions

Who should give the eulogy for a CEO

There is no single rule. Common choices include the board chair, a close executive peer, a longtime friend who is within the company, or a family member. Coordinate with the family and the board to choose someone who can speak truthfully and who will represent company values.

How long should a CEO eulogy be

For internal gatherings aim for three to five minutes. For a memorial service five to ten minutes is appropriate. Shorter speeches are usually more focused and effective when multiple people will speak.

Can I include business achievements in a eulogy

Yes include achievements but pair them with stories that show the human side. Listing awards alone feels impersonal. Explain why a milestone mattered to customers, employees, or the community.

Do I need the family s permission to share company stories

It is best to check with the family about private or emotional stories. Some families prefer limited public details. Work with HR and legal if you are unsure about what to share.

Should the company pause operations or hold a memorial meeting

Many companies hold a brief memorial meeting and offer flexible time off. The board and HR should coordinate operational decisions to balance honoring the leader and continuing essential business functions.

How do I handle media inquiries after a CEO s death

Direct media inquiries to the company s communications or public relations team. Public comments should be coordinated by those teams and cleared with board leadership and the family when appropriate.