We\u2019ve all seen it.\u00a0 A CEO leaves the organization and takes half of the senior management with him\/her to their next gig.\u00a0 Then the new CEO comes in and brings in his\/her team, and lets go of the rest of senior management that stuck around.\u00a0 You now have little or no organizational knowledge and perspective in the company, and the old saying (something like \u201cthose who forget history are doomed to repeat it\u201d) rears it\u2019s ugly face.\u00a0 ((Coyne, Kevin P. and Coyn, Edward J. Sr.\u00a0 May 2007.\u00a0 \u201cSurviving Your Next CEO.\u201d\u00a0 HBR May 2007, Pg 62))<\/p>\n
HBR again points out a few considerations you should have in HR as you look into finding a new CEO:<\/p>\n
Research seems to indicate that in low and medium performing organizations, CEO\u2019s are generally hired from outside the company.\u00a0 This makes sense.\u00a0 If you are not performing well, why would you want to replace the CEO with a person who operates from the incumbent\u2019s organization?\u00a0 On the other hand, if you are a high performing organization, chances are you have senior leaders that are in a good position to take the reigns of the company.\u00a0 This is when it makes the most sense to hire from within because you don\u2019t necessarily want radical change \u2013 you want to keep momentum going and maintain the sense of team that already exists.<\/p>\n
There should also be another question looming in our minds as HR people.\u00a0 How do you survive the new CEO as the top HR executive?\u00a0 HBR states that while you may want to wait it out and see what the CEO wants of you, the better plan is to go to the CEO with ideas and initiatives.\u00a0 New CEO\u2019s are looking for people who want to help with a transformation and be part of a team.\u00a0 Sitting idly while the CEO bypasses you is not the way to go.\u00a0 ((Ibid))<\/p>\n","protected":false},"excerpt":{"rendered":"
We\u2019ve all seen it.\u00a0 A CEO leaves the organization and takes half of the senior management with him\/her to their next gig.\u00a0 Then the new CEO comes in and brings in his\/her team, and lets go of the rest of…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[37,8,20,25,16],"tags":[],"class_list":["post-779","post","type-post","status-publish","format-standard","hentry","category-change-management","category-strategies","category-talent-management","category-workforce-management","category-workforce-planning"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/779","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=779"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/779\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=779"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=779"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=779"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}