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Succession-ready all the time

first_imgYou may really get into the Rolling Stones performing “Time Is on My Side,” but when it comes to searching for a new CEO, you’re more likely to end up going back to the Gershwins and singing along to the classic “It Ain’t Necessarily So.”When it comes to best practices for CEO search committees, one thing is definite: CEO searches all require time. How much? As much as possible, say experts.That doesn’t mean that the day after you hire a new CEO, you should start looking for his or her successor. It does mean that you should have a plan in place for that eventuality, and update that plan every year or two.What’s more, says Deedee Myers, founder/CEO of CUES Supplier member and DDJ Myers, Ltd., Phoenix, and co-founder of the Advancing Leadership Institute, every year there should be two or three board education sessions on CEO succession – not recruitment, she emphasizes. “That’s only one component,” Myers says. continue reading » 15SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblrlast_img

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