Don’t Let Your New CEO Play The Blame Game
Disparagement of past leadership is a common technique for new CEOs who view themselves as change agents. It usually backfires.
Disparagement of past leadership is a common technique for new CEOs who view themselves as change agents. It usually backfires.
Succession planning allows boards to think more broadly, surfacing opportunities to accelerate priorities, seize a moment for competitive advantage or make a wholesale shift.
The company benefited from a succession process that allowed an internal candidate to be well prepared to take the reins.
Boards need an evolving and effective process for developing viable internal candidates. Five key steps.
One of the most celebrated thinkers on the craft of leadership in the world, Hesselbein talked with our sister publication in November.
For coaching to be effective, the CEO needs to be open to evolving as a person and as a leader. That mindset is not a given.
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