The hidden cost of slow CEO succession--from a guy who became president in a weekend

https://www.fastcompany.com/91543459/the-hidden-cost-of-slow-ceo-succession-from-a-guy-who-became-president-in-a-weekend_ceo-leadership-readiness

#Leadership #Business #SuccessionPlanning

Creating A Growth Culture

‘Business context is always changing, and cultures need to evolve along with those changes.’

‘A great way to start making a Culture Shift is to look at what’s happening inside your company that fits the culture you want and build on it.’

‘It is only through planning that you can know your Vital Goals and whether you and your team are doing the right things for the right reasons at the right time.’

‘You must be consistent with your goals and with your message, or people will stop taking you seriously.’

‘When people know what is expected of them and there is nowhere in the company to hide, goals are achieved at a greater magnitude and with greater consistency.’

‘The math of business isn’t sexy, and sometimes it is hard work to capture and post the data. But if you understand its application, you will always have the edge over competitors, thereby leading to victory.’

‘Measurement enables us to improve our performance by providing a standard against which we can accurately gauge that performance.’

‘Know the attributes and qualities you want in your idea candidate before you begin recruiting.’

‘What gets reinforced becomes a part of the culture, and what does not get reinforced dissipates.’

‘Top performers are obsessed with training and practice. They don’t just achieve greatness and then coast through the rest of their career. They keep striving to be the best.’

Source

Bob Lisser (2022). The Growth Advantage: A Business Blueprint for the Ultimate Competitive Edge

Zelle survey says boomers are selling businesses but younger buyers aren’t interested

https://fed.brid.gy/r/https://nerds.xyz/2026/04/boomer-business-sale-gen-z-interest/

If Donald looks at his future does he see a pathway to non-prison retirement?

Do you see such a pathway for him?

#Trump #SuccessionPlanning #MartialLaw #RetirementPlannng

Apple CEO Tim Cook's 65th birthday has everyone talking about who might fill his shoes. Are we ready for a new era at Apple, and who would you want at the helm?

#Apple #TimCook #TechNews #CEO #SuccessionPlanning
https://www.cnet.com/tech/mobile/tim-cook-stepping-down-apple-ceos-65th-birthday-today-sparks-succession-talk/#ftag=CAD590a51e

https://chinstrap.community/succession-planning-and-open-source/

#OpenSource #Linux #FOSS #COSS #SuccessionPlanning #BusinessContinuity #TechLeadership #CommunityDriven #SustainableGrowth #LeadershipMatters

Warren Buffett is stepping down, but not without leaving a legacy of how to do it right. 👏 His planned 2025 handoff to Greg Abel shows what true succession leadership looks like:
🧠 Long-term strategy > last-minute scramble
📚 Internal development > outsider hires
🧭 Values alignment > just credentials
💰 Financial resilience > uncertainty

Buffett made succession a process, not a panic button. Greg Abel has been groomed, trusted, and embedded in the culture for years. The result? Zero disruption. Berkshire Hathaway moves forward with clarity and confidence.
👀 The question is: Are your leadership transitions this deliberate?
#Leadership #SuccessionPlanning #WarrenBuffett #BerkshireHathaway #ExecutiveStrategy
https://www.managementtoday.co.uk/leadership-lessons-warren-buffetts-succession-planning/opinion-and-analysis/article/1919148

Managers and Directors love a good strategy deck, but who’s talking about the people who deliver it?

Leadership doesn’t arrive pre-installed. It must be designed, stretched, mentored—and yes, given a structured chance.

🔧 Welcome to Strategic People Architecture.

https://robert.winter.ink/strategic-people-architecture/

Let me know your thoughts—especially if your org is wrestling with succession planning or the "just-in-time" hiring fantasy.

#Leadership #SuccessionPlanning #PeopleStrategy #HR #OrganisationalDesign

Rio Tinto Has Already Botched CEO Stausholm’s Exit

The papers this morning all seem to be telling the same story about the announcement that Rio Tinto CEO Jakob Stausholm will be stepping down from his position by fall of this year. The move is “unexpected,” according to the Financial Times, a “surprise exit.” The editors at mining.com opted for “shock exit;” the Wall Street Journal calls it a “surprise departure.” Shares tumbled in London on the news.

Berenberg analyst Richard Hatch appears to be one of the people driving this narrative. Nearly all the headline writers are working from what he had to say:

This news comes as a big surprise, and in our view was not expected.

We had expected Mr Stausholm to remain with the company and drive the integration of the lithium business, so his exit comes as a surprise.

No clear reason for his departure has been given by the company other than to state that now is ‘a natural moment’ to appoint a successor – but it does not feel that natural to us.

Hatch has not backed off his Buy rating, indicating, I suppose, that he doesn’t think the big surprise of Stausholm’s unexpected exit or Stausholm’s unnatural exit itself will affect long term prospects. Fair enough.

But clearly something is amiss.

Two possibilities present themselves. One, the company seriously bungled the rollout of Stausholm’s departure, surprising and shocking analysts and investors. The failure to set and manage expectations would indicate internal coordination problems. Or, two, Stausholm’s surprise departure signals board intervention over some as yet undisclosed misstep, conflict, or business failure. But what that might be is not yet clear. Perhaps another shoe is going to drop.

The first possibility is charitable, the second a little more cynical. The two are not mutually exclusive. Stausholm could be stepping down for as yet undisclosed reasons and the company could be doing a bad job of handling that. No matter: this is hardly a model of orderly succession planning. It’s a botch, and shareholders would be right to ask whether it indicates other organizational and governance problems.

Type your email…

Subscribe

#RIO #CEO #governance #RioTinto #shareholderCommunications #succession #successionPlanning