CEO & Board Services Case Studies

Leading Organizational Transformation: The View from the Top

As companies of all types and sizes are battered by the waves of changing technology, customer demands, and threats from potential disruptors, how can executives successfully transform their organizations? Organizational transformation can be daunting, but readily attainable, through strong leadership and solid change management practices, according to a panel of highly respected CEOs. Learn their seven organizational and personal success factors here.

Case Study – Leading Organizational Transformation: The View from the Top (2063 KB)

Nonprofit Brings Third-Party Perspective to CEO Selection Process

Because of their broad-based experience and ability to present high-quality talent, executive search firms are an indispensable resource for boards looking to identify new talent. Yet, recruitment interviews and reference checks are only one piece of finding the best fit for senior roles—assessment also plays a key part. When comparing CEO candidates, experienced boards recognize that having a second, objective voice at the table adds power to their critical decision-making. Recognizing this reality, the board of a major non-profit organization sought to supplement the CEO finalist recommendations of its executive search firm with assessment input from MDA Leadership, assuring the process would be rigorous, methodical and fair to all. Following MDA Leadership’s input, the board completed its selection process and chose a new CEO who had been an internal candidate. More than three years later, this CEO is still successfully leading the organization, beating the odds for the tenure of newly selected CEOs, which is around 18 months.

Case Study – Non Profit (185 KB)

Industrial Manufacturer Achieves Leadership Continuity in CEO Selection

With CEO succession, it can pay to promote from within. Internally hired CEOs are 45 percent less likely to be dismissed, and on average stay at their jobs one year longer than external hires. Fortunately, the board of a major industrial company knew its CEO intended to step down within a three-year timeframe, giving the board time to help four internal candidates become better-prepared as potential CEO successors. But the board faced the challenge of how to fairly and objectively assess these internal candidates in a consistent and transparent way that would help the company retain these executives. Based on MDA Leadership’s process, which complemented the board’s own talent review and leadership succession efforts, the board named a CEO successor from the ranks of the four internal candidates. More than five years later, this CEO still leads the company, and since the beginning of this new CEO’s tenure, the company has significantly exceeded its growth goals and the company’s stock value has more than tripled.

Case Study – Manufacturing – Succession (253 KB)

C-suite Selection and Succession: Delivering Leadership Excellence for the Future

MDA Leadership helps CEOs articulate executive leadership needs, identify top talent, and accelerate C-suite transitions.

Senior Executive Blueprinting ™
Succession planning begins at the top. CEOs, in partnership with human resources and their boards, must think carefully about the talent they need for the future in key leadership roles. Similar to CEO Blueprinting™, MDA Leadership helps our clients articulate the executive leadership they will need to successfully navigate emerging business challenges and drive evolving strategies.
C-suite Selection and Succession
Not all C-suite hires and promotions achieve success. We help CEOs select the right executives by bringing an informed, experienced, and objective voice to the table. Based on a CEO’s criteria and an organization’s norms, we assess and analyze executive candidates to provide definitive and well-grounded promotion and hiring recommendations.
C-Suite Transitions
About 60% of executives say they were not prepared for the strategic challenges they faced in their new senior leadership roles.3 MDA Leadership accelerates effective transition into the C-suite. Through a unique discovery process, we help executives gain deep insight into what it will take to be successful given stakeholder expectations, team dynamics, and the nuances of C-suite leadership. Our seasoned coaches guide leaders in designing and executing highly relevant and engaging onboarding plans.

Board Services: Enhancing Board Effectiveness

MDA Leadership helps boards strengthen their governance roles and internal dynamics.

Board Evaluations
Most boards are required to evaluate their own performance on an annual basis—an exercise that can range from “checking the box” to an experience that truly engages board members in the right conversations. Our services include full board evaluations, individual director reviews, peer feedback, chair role transitions, and action planning.
Board and CEO Consultation
Creating strong board and CEO collaboration requires mutual trust and respect. Forging and maintaining productive relationships cannot be left to chance. MDA Leadership provides trusted advisor consultation for CEOs and their boards to foster alignment in critical areas such as decision-making, role clarity, governance, and communication.
CEO Coaching and Trusted Advisor Consultation
Two-thirds of CEOs don’t receive any outside advice on their leadership skills, and yet almost all would be receptive to suggestions from a coach.4 Since a one-size-fits-all playbook for CEOs doesn’t exist, MDA Leadership provides CEO coaching. Whether business performance is hitting the mark or not, even seasoned CEOs benefit from the safe place and counsel we provide to help them evolve their leadership.

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At MDA Leadership, we know there are no one-size-fits-all solutions for every organization. We take the time to get to know your business and your leadership needs and recommend a range of options that are the best fit for your growth goals. Let's see how MDA Leadership can optimize your Talent Strategy for the Long Run®.