Death … Taxes … AND Succession Planning!

succession-planning-handoffThe sudden resignation of Ken Lewis from Bank of America highlights, yet again, the risks that family and other businesses take in failing to prepare for the inevitable succession of leadership.
A succession plan doesn’t mean you have all the work done and the perfect successor is comfortably waiting in the wings, although that would be desirable. It does mean, at a minimum, that you have an interim CEO in place who can hold down the fort while certain details are worked out and long term plans are implemented. Developing an emergency plan also gives the Board or family a chance to discuss these often thorny subjects without stockholder worries, employee hand-wringing or the emotional burden that comes with a fallen leader.
Often, this process highlight gaps within the family or board about the suitability of a particular successor. (more…)

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CEO Round Table – Q309 Update

During the last several meetings of the CEO Round Table, we’ve invested a lot of time with leading experts to discuss “Talent Management” issues. Experienced CEO’s understand that building a high performance company centers around the recruiting, retention and performance of talented executives. In building our knowledge and insights into these critical challenges, we’ve improved our recruiting skills, launched goal and performance management initiatives among member companies and learned about the strengths and weaknesses of compensation as a high performance driver.
In my experience, few CEO’s devote the necessary time to Talent Management. (more…)

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Win in a tough economy

You've heard much of it here before ... Take Action, Plan Carefully ... so take a minute to reinforce that mantra by reading a short article from the Harvard Business web site from Jeff Stibel, brain scientist and entrepreneur.As we know, small businesses employ more than half of our private…

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