Founder succession isn't just a CEO search, it's an identity crisis for both the founder and the entire organization.

When our phones start ringing with "just checking in" calls from the same company, we know the culture is breaking – and the real damage goes far beyond the talent exodus.

The 100-day obsession is mostly wrong, as it pressures new CEOs into superficial wins and hasty decisions. To build the foundation for sustained success, think 6-12-18 months.

Building successful internal executive search requires experienced professionals, proper positioning, and realistic expectations about what internal teams can and can't deliver.

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.

The best top talent acquisition approach - internal, external, or hybrid - depends on your company's unique situation, not universal best practices.

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.

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

European boards are choosing familiar leadership over diversity.

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.

CEO succession should be a strategic, forward-looking process that builds leadership capability, not a reactive event to replace departing leaders.

Executive search addresses immediate leadership needs while succession planning builds sustainable talent pipelines. Great organizations combine both.