No one would deny the importance of strong, capable leaders at the helm of a company. Successfully managing the transition from a departing leader to a new CEO or C-suite executive ready to step into the position is thus one of the most important functions of a board of directors. But the responsibility of such […]
Read More… from Seven Key Steps to Effective Succession Planning
Companies want shareholders who share their long-term investment horizon, according to a survey of 138 North American investor relations professionals. More than 90% of the companies surveyed describe their ideal shareholder as one with a long-term perspective. The reason: by giving companies the freedom to make strategic decisions and long-term investments, long term-focused shareholders help […]
Read More… from The Impact of Ideal Vs Problematic Shareholders
Succession planning is a vital issue for corporations. As CEOs leave, the smoother transitions occur when a successor or a short list of successors has been groomed and is prepared to step into the position. Since it is the board of directors’ responsibility to replace a departing CEO, one would expect that they would be […]
Read More… from Succession Planning: Boards Need to Know Their Senior Managers
Based on a survey of nearly 200 North American CEOs, board directors and senior executives, Stanford’s 2013 Executive Coaching Survey revealed that nearly 2/3 of the CEOs were ‘going it alone’ — without valuable outside advice or coaching. Asked whether they would be receptive to making changes based on feedback, 100% of the CEOs said […]
Read More… from Coaches Needed to Help CEOs and Senior Managers
CEOs tend to be strong in decision-making and the financial elements of their jobs, but weak when it comes to managing their people and developing talent, according to a survey of 160 North American boards of directors and CEOs. Specifically, ‘mentoring skills’ was tied with ‘board engagement’ for first place in CEO weaknesses, followed closely […]
