The ‘team’ is probably the most complex and irritating relationship in an organization.
As individuals, we seem to be able to work with most people one-on-one, perhaps in groups of threes, and also as an entity of hundreds and even thousands. Where we struggle most is when there is a medium-sized group of us clustered together in a room, meeting once a month, with the purpose of, at least theoretically, doing something together.
In this Forbes article, Dr. Reshmi Paul gives insights on how Oracle's acquisition of Sun Microsystems can be managed successfully.
Building on its groundbreaking research into the integration difficulties faced by executives hired from the outside, RHR International has shifted its attention to the failure rate of leaders promoted or transferred within the same organization. Studies suggest that up to 25% of these executives will fail.
RHR International recently completed a year-long research project investigating the integration hurdles leaders face when they are promoted from within. While you might think that these individuals would have a distinct advantage over those hired from the outside, our new research finds these executives face challenges of their own.
Does your company have a viable CEO succession plan in place? Are you prepared to share your program with shareholders? Due to a relaxation in rules regarding votes on succession by the SEC, activist shareholders are already asking companies to provide written and detailed policies to be discussed at the next annual meeting. Even privately held companies should take this increased scrutiny as a reminder to review their CEO succession process to ensure that it can deliver seamless leadership transitions, whether planned or unexpected. In the latest edition of its publication, Executive Insights, RHR International sheds light on the complexities of CEO succession and the misconceptions surrounding the process. It also
With the increasing popularity of executive on-boarding, many coaches have added transition coaching to their services as a new and strategic context in which to provide leadership support. What is the difference between coaching and executive integration? An integration program differs from coaching in focus, methodology and expected outcomes. While individual coaching may be beneficial to address a particular developmental challenge and is an important tactic in a holistic integration program, integrating into a new role is complex and requires a carefully structured, systemwide approach.
For over 65 years, we have helped clients such as these drive success by assessing, aligning and developing senior leaders (click the logos for more info):
