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.
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.
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.
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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 ™
C-suite Selection and Succession
Board Services: Enhancing Board Effectiveness
MDA Leadership helps boards strengthen their governance roles and internal dynamics.
Board and CEO Consultation
CEO Coaching and Trusted Advisor Consultation
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