Industrial Psychology Consultants (Pvt) Ltd’s Post

𝐓𝐡𝐞 𝟓 𝐦𝐚𝐣𝐨𝐫 𝐬𝐮𝐫𝐩𝐫𝐢𝐬𝐞𝐬 𝐟𝐨𝐫 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐟𝐢𝐫𝐦 𝐩𝐚𝐫𝐭𝐧𝐞𝐫𝐬 𝐣𝐨𝐢𝐧𝐢𝐧𝐠 𝐚 𝐁𝐢𝐠 𝐅𝐨𝐮𝐫 𝐚𝐬 𝐚 𝐜𝐨𝐧𝐬𝐮𝐥𝐭𝐢𝐧𝐠 𝐝𝐢𝐫𝐞𝐜𝐭 𝐞𝐧𝐭𝐫𝐲 ... They have pursued you, and you finally gave in.😉 😉 😉 Now you've landed... Here's what you're about to discover: 𝟏/ Your family's stock portfolio needs 'realignment.' You grudgingly say goodbye to some of your all-time high performers. 𝟐/ You find yourself meeting many specialists, mostly functional. You're used to easy collaboration with 't-shaped professionals.' 𝟑/ You observe layers of support and overhead. You were expecting to join another professional service 'firm.' 𝟒/ You spot inconsistencies all over - from people to policies to processes to performance standards. Your Big Four is not a global one-firm firm. 𝟓/ You crack up over the spending limit for the flower bouquet for a staff member's anniversary. You left a firm where common sense prevailed. The Big Four can offer outstanding career opportunities for direct entries. Know what you say 'YES!' to and say it for the right reasons. When in Rome... Do I have it wrong? Anything to add? Please do so below! --- #MaxTips #Big4 #TheDeliberatePartner #PartnerCareer #Leadership #Consulting The 5 major surprises for strategy firm partners upon joining a Big Four

Discussing CEO succession with an incumbent CEO is never easy. But having the conversation early in the CEO’s tenure can reap significant benefits. We share what they are: https://bit.ly/3XXiyFy #ceosuccession #ceoleadership #ceos #governance #boardofdirectors

Is your company focused on succession planning? Wondering how many candidates to consider? Should it be an internal or external hire? Research says... After the first few candidates, the value of additional candidates declines sharply and, according to the researchers, virtually disappears after about a dozen. So, think quality over quantity. How? - Increase the rigor of the assessments you conduct - Don't worry so much about the documentation - Empower a few people to lead the process well And, in case your curious, CEOs promoted from inside large family firms perform just as well (and in some cases better) than when the company brought in a (higher-priced) external hire. Take-aways: run a tight process and don't overlook those internal hires! #succession #ceo #leadership #familybusiness #growth https://lnkd.in/gKsXm9CW

Of the big-company CEOs who’ve left so far in 2024, a new study from Korn Ferry found that nearly 40 percent have been forced out. “A #CEO departure is always a shock to the system,” says Korn Ferry’s Alan Guarino. “When a CEO transitions, all types of dynamics surface calling the success of the company's future into question.” Let’s take a look at why CEOs are being forced out and we also highlight a report from Spencer Stuart which looks at CEO #transitions over the past year >> https://lnkd.in/eyPPCJcd

Quiting or stepping down is an art, which requires long term vision and thinking selflessly. Whatever the job role may be, just hanging in there without taking too much risks or being comfortable in the comfort zone may lead to unpleasant consequences, both for organization & leader as well. Organization is bigger than a person, a person's life is bigger than a position or an organization. It's better to stepdown at peak. That doesn't mean escaping at a dip. Succession within an organisation can be considered as an important metric for measuring healthy work culture & leadership. #culture #leadership

Why is filling top #CEO roles externally on the rise? CEO appointments often reflect challenging times, and if you'd like to explore more #insights like these, read the Board Agenda® article below, with comments from Alice Breeden and Kit Bingham (subscription required). #routetothetop #succession #report #findings #uk

Just read Geoff Colvin’s insightful article on CEO succession, sparked by Barry McCarthy’s recent resignation from Peloton. It’s a powerful reminder of the complex, deeply human nature of leadership transitions. Colvin expertly discusses the challenges of succession, especially when a CEO has performed adequately but may be out of fresh ideas. The psychological aspects of these decisions, the five stages of a CEO's tenure, and the importance of proactive planning are all crucial points he covers. What struck me most is how succession planning needs to go beyond financial metrics. Boards must evaluate a CEO's ability to adapt and drive future growth, foster diverse leadership pipelines, and understand the impact on company culture. These are areas where many companies can improve. Geoff, I’d love to hear more about your thoughts on how companies can better prepare for these transitions. For everyone else, what are your experiences or thoughts on effective succession planning? Let’s start a conversation! Please share your insights and let’s learn from each other. #Leadership #SuccessionPlanning #CorporateGovernance #CEO #GeoffColvin #BusinessStrategy #Peloton #LeadershipDevelopment

In 2024, nearly 40% of CEOs from Russell 3000 Index companies were forced out due to underperformance in sales, cost-cutting strategies, or loss of stakeholder confidence. Korn Ferry discusses how planning for CEO succession should be a continuous process. https://lnkd.in/g8rMmXZV #LeadershipTransition #CEOSuccession

Historically, it’s been rare to have an external CEO appointment. It pays off that incoming CEOs who are promoted internally have been at the company for an established amount of time, have relationships with their colleagues at the company already, and understand the day-to-day operations from a first-hand perspective. Executive search company Heidrick & Struggles released data at the end of 2023 examining the new appointment of CEOs throughout the year in some of the world’s largest markets. Within major companies in the United States, the findings show 79% of the new CEO appointments came internally, while only 17% came externally. Ironically, however, Heidrick & Struggles went against the grain, and Heidrick & Struggles President Tom Murray explained why at #COOSummit. Read more: https://lnkd.in/eXUZ6sy8

Recently I've spoken to many CFO's and Senior Finance Leaders lured by the idea of becoming a board member, for a host of reasons. If you are one of them, I found this article very insightful! Richard McBride