New CEOs often think the problem is they aren't being tough enough. So they overcompensate - and destroy their effectiveness trying to lead through fear.

The leadership brand you establish in your first 90 days as CEO becomes your permanent reputation, and changing it later is incredibly hard.

The transition to your first CEO role isn't a promotion - it's learning a completely different job, and here are some traps that derail even the most talented functional leaders.

CEO loneliness isn't something you solve - it's something you learn to manage before it becomes debilitating.

Taking on a new CEO mandate is peppered with potential traps - even for those who've done it before.

The moment you become CEO, people stop telling you the whole truth. Not because they're dishonest, but because power changes every conversation, and you need to work actively to get better information.

Being a great CFO doesn't automatically make you a great CEO – the transition demands a complete rewiring of how you think about leadership.

For most senior searches below the Fortune Top 500 tier, boutique firms deliver superior outcomes through partner-level attention, local expertise, and genuine partnership that global firms cannot match.

Global search giants remain the optimal choice for highly complex and fully global Fortune 500 CEO appointments.

Some market intelligence on what is currently going on in the DACH executive recruitment market. Despite the current cautious executive market in DACH we see significant shifts in what organizations are looking for in their leaders.

Anwering to debate on article and showing how authenticity and honesty about challenges can be a real selling argument for the role, too.

Family business succession succeeds when families start planning early, communicate openly, and balance family aspirations with professional business requirements.

Boards are creating bigger risks by defaulting to "safe" promotions instead of strategic succession planning.

Companies and candidates can avoid costly late-stage withdrawals in executive searches by conducting thorough upfront due diligence.

The financial risk of getting executive placement wrong far outweighs the costs of getting it right.

You wouldn't run a company without insurance. Why run one without succession readiness?

Successful executive search partnerships are built on genuine personal connection rather than technical presentations and fee comparisons.

Successful family business succession requires leaders who understand "the company's soul", not just business metrics.

Even while women's C-suite representation has grown significantly, meaningful progress requires more intentional action.

Successful CEO succession depends on having honest, uncomfortable conversations early - the human element matters as much as process.