In a family enterprise, CEO succession can shift leadership, influence, ownership expectations, governance relationships, and organizational identity at the same time. The central challenge is rarely naming a successor. It is building shared confidence in what the business needs next and how the transition will work.
MDA research reveals top business and talent priorities for CEOs and Boards, obstacles affecting their performance outlook, and solutions they see as vital for future success. Read this blueprint for tackling pressing challenges and seizing opportunities for long-term success.
While almost all public companies today conduct some form of board evaluation, individual evaluation of directors by their peers lags. A sound peer evaluation program can prove invaluable for board members, helping nurture their strengths, and further develop their oversight talents.
Just as boards need to regularly ask if they have the right mix of directors to meet current and long-term strategies, so too should individual directors determine and decide if their contributions add continuing value.
While chief executive succession planning has developed into an art over the years, the relative newness of the independent board chair in the U.S. means preparation for this vital leadership role remains weak. How does the board effectively identify, train, assess and onboard its next board chair?
As rapid technological change, evolving customer demands, and disruptive threats challenge organizations, how can executives lead successful transformation? A panel of CEOs from EBSCO, Jobs for the Future, and GYK Antler shares seven key leadership and change management principles to guide success.
No matter how highly you may think of your current CEO, the reality is that your CEO’s departure is a matter of when, not if. What can organizations do to better ensure they have the right people ready at the right time to assume this role? Learn four core activities that are foundational for successful CEO succession.
Executives tapped internally to fill an interim role face a double-edged sword: While the position may present a tremendous growth opportunity, including the potential to fill the role permanently, it can be fraught with ambiguity and risk factors. Learn how organizations can optimize success for all involved.
