In the last few years, when conducting succession planning assessments, I’ve noticed an alarming pattern. The leadership team is filled with people who have
Nanette Miner
Call Me When… A client company needs strategic, talent succession planning.
After years of advising privately held companies, I’ve noticed something interesting: The questions don’t really change. Different industries. Different sizes. Different personalities.But the same
1 of 4 in a series on Building a Leadership Pipeline That Won’t Crack Under Pressure Every leadership team looks strong when business is
Think of business like a sport. Crisis management, compliance, risk mitigation, and maintaining quality are all defensive strategies. Offensive strategies are designed to seize
I got a call from an attorney the other day, asking for help with one of his clients. The client would like to retire,
“When times are tougher, you can’t leave. And when times are better, you don’t want to leave.”— Lloyd Blankfein, former CEO of Goldman Sach
One of the most mystifying characteristics of the contemporary workplace is how little career advancement actually happens. A survey by the Pew Research Center
Here’s something I see more often than not: When the founder of a privately held business announces their retirement, suddenly several long-tenured senior leaders
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