Don’t Get Caught Flatfooted With Succession Planning
We all have examples of succession executed with precision; some of us have just as many where we were caught flatfooted with no plans to deal with the unexpected. Don’t leave it to luck.
We all have examples of succession executed with precision; some of us have just as many where we were caught flatfooted with no plans to deal with the unexpected. Don’t leave it to luck.
Whether you find your next CEO internally or from outside your company, it’s imperative to have a methodical and disciplined approach to selection and integration to guard against biases such as the halo effect.
Boards tend to give new CEOs ‘space,’ but that lack of involvement makes it harder for CEOs to succeed. Here are four steps to set up your new CEO for success:
CEO succession is not an event, but a series of actions orchestrated over the course of several years. Here are four tips on how to make this go as successfully as possible.
Jonathan Szabo of Meridian Compensation Partners spoke with Corporate Board Member about how boards can navigate the uncharted territory of involuntary retirements from CEOs and how to craft their exit packages.
When hiring a CEO, boards tend to overlook critical steps like creating a transition plan, building a coalition of support for the change and conducting an impact analysis before, during and after the decision.