You Get What You Give - The New RadicalsFull description
You Get What You Give - The New RadicalsFull description
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This is a picture book for children, but adults can enjoy it too.
Sheet music from the game ICO...Full description
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taeny ffDeskripsi lengkap
Easy transcription of Wish you were here - pink floyd
Here for you
musical observation essay of the kinks you really got me
Pink Floyd Album WISH YOU WHERE HERE (1975) Shine On You Crazy Diamond" (part 1–5) Welcome to the Machine Have a Cigar Wish You Were Here Shine On You Crazy Diamond (part 6-9)Full description
Wish You Were Here by Pink FloydFull description
Easy transcription of Wish you were here - pink floyd
Descripción: Pink Floyd Album WISH YOU WHERE HERE (1975) Shine On You Crazy Diamond" (part 1–5) Welcome to the Machine Have a Cigar Wish You Were Here Shine On You Crazy Diamond (part 6-9)
Pink Floyd Album WISH YOU WHERE HERE (1975) Shine On You Crazy Diamond" (part 1–5) Welcome to the Machine Have a Cigar Wish You Were Here Shine On You Crazy Diamond (part 6-9)Full description
Descrição: Pink Floyd Album WISH YOU WHERE HERE (1975) Shine On You Crazy Diamond" (part 1–5) Welcome to the Machine Have a Cigar Wish You Were Here Shine On You Crazy Diamond (part 6-9)
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Review the human challenges in top executive succession. Discuss the role of key stakeholders in the succession process. Share ideas on how executives can effectively coach – or unconsciously sabotage – their successors. Share ideas for preparing the successor for the succession process.
Publications •
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Succession: Are You Ready, Harvard Business Press, February 2009. “ How Not to Lose the Top Job” , Harvard Business Review, January 2009.
CEO succession – a human process Self – interest Ego Emotion Involving many key stakeholders •
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Passing the baton of leadership •
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The relay race It is hard when you are winning It is harder when you are losing
Creating a great rest of your life •
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Three sessions, 24 executives Frances Hesselbein, Alex Von Bitter and me No formal structure, 1 ½ days “ What am I going to do for the rest of my life?”
Letting go is hard to do •
Wealth
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Status
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Perks
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Power
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Relationships
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Happiness
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Contribution
Key learnings •
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No one to talk with Three key success factors: –
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Meaning Contribution Happiness
Success and failure stories
The three roles in the final year •
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A. Running the business B. Developing your successor C. Creating a great ‘rest of your life’ Start with ‘A’ – go toward ‘B’ – finish with ‘C’
Why developing internal successors is worth the effort •
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The cost of external failure Leadership development by example Leaving a legacy Supporting key relationships
Key relationships in CEO succession •
The CEO
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Peers
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Direct reports
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Analysts / shareholders
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Customers
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The Board
The CEO •
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The ‘lame duck’ issue If the CEO doesn’t like you – it probably won’t happen Managing the complexities of the CEO – successor relationship The panic at the end of the process
Peers •
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The competition factor The need to continue the company’s leadership team The balance between ‘not leading’ and ‘being too pushy’
Direct reports •
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The unique challenges of the COO The balance of ‘turn around’ and ‘treat people with respect’ When your direct reports are the CEO’s friends
Analysts - shareholders •
How analysts can impact succession
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New activism
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What about Carl or Kirk?
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Balancing ‘go for it’ and ‘honest projections’
Customers •
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Transactional or relationship How they can impact succession
The Board •
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The final vote How miscommunications occur The Board member who wants to be CEO
The CEO as coach •
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When it can work Why some CEO’s don’t want to be coaches Working with an external coach The CEO as ‘coach facilitator’ not ‘coach know it all’
Summary and discussion •
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What are your succession challenges? Final questions
