• Does your organization have an effective plan for CEO succession?
  
• Can your executive compensation plan survive scrutiny from a highly skeptical public?

Having a strategic plan for CEO succession creates competitive advantage, yet many companies fail to prepare adequately for a transition in leadership. Crises often result in the change of a CEO, but even the anticipated departure or retirement of a CEO under the best of circumstances can plunge a company into prolonged periods of uncertainty and instability with deeply negative economic consequences.

Our Fellows provide confidential personal coaching for senior executives as part of the succession planning process. Sometimes we work with CEOs to identify and assess candidates for succession. Other times, we work with executives being groomed for higher office. In all cases, we help our clients think and act strategically when planning for succession. We also help boards of directors and senior management teams understand how to manage the challenging consequences of a change in CEO, whether such change results from a crisis or creates a crisis in its own right. In all cases, we help our clients develop best practices to mitigate the potential fallout from such leadership transitions.

Now, more than ever, stakeholders – including the public at large – look upon executive compensation packages with extreme distrust. We work closely with clients to help CEOs, senior management teams and boards of directors understand how key internal and external will interpret executive compensation decisions. Based on our extensive study of trends and best practices, we also help our clients develop sound policies for reviewing and structuring executive compensation.

Contact us to find out how we can help you manage CEO succession and structure executive compensation.