In this episode of Looking Ahead with Blair Jones, Managing Director at Semler Brossy Consulting Group LLC, and Judy Zagorski, EVP of Global Human Resources at Church & Dwight Co., Inc, we focus on key issues specific to succession planning, its intersection with compensation, who should be involved in the process, and more.
As companies try to circumvent the pandemic, many have closed ranks around their CEO, whether they want to or not.
Even as companies tip-toe back to full operations again, the threat of a second wave of Covid-19 spread remains high. Boards must use this window to make changes, in case the impact of the second wave is higher than the first.
JPMorgan Chase & Co. announced that Chairman and CEO Jamie Dimon had to undergo emergency heart surgery. An emergency medical situation – or worse – impacting the person in the CEO role can forever damage a company, a scare that no board wants to deal with. But they can prepare, just in case.
Corporate boards must guide the CEO’s professional development and performance. Doing so is at the heart of the board’s stewardship role and critical to strategy-setting and execution.
Companies have embraced diversity as a way to enhance dialogue, broaden thinking, better represent customer perspectives and drive innovation.
A scan of recent headlines is a reminder that CEO succession is not always a well-orchestrated victory lap for the departing CEO.
Companies that undergo an internal investigation must juggle multiple issues, including the possibility of conflicts of interest jeopardizing the investigation. Nissan Motor Co. is one company that has had to struggle with those issues.
It’s not your imagination: CEOs aren’t lasting that long. The recent news of scandal and bungled initial public offerings are only a handful of reasons why CEOs have lost their jobs.
Women are in every realm of government, law, academics and private enterprise — but they aren’t in every boardroom. California is trying to change that, becoming the first state in the nation to require female representation on public company boards.