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

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

Boards need directors with real executive talent expertise and talent acquisition expertise to effectively develop executive talent.

Boards need directors with real executive talent expertise to drive competitive advantage in today's volatile business environment.

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

Boards should actively develop leadership ecosystems, not just manage CEO succession events.

Board members can make effective CEOs, but boards must avoid treating this as an "easy solution" and ensure rigorous evaluation.

CEOs bring invaluable insights to succession planning, but boards must maintain final decision authority - early collaboration, not crisis management.

Will the EU's board diversity mandate bolster corporate commitment as economic pressures push DEI down priority lists?