Who steps in if your CEO doesn't show up tomorrow? If you had to think about it – how long did it take you to answer?

When PE buys your company, your job changes, too.

What I tell executives who call me before a leadership assessment, and what I probably should have written down years ago.

The final round presentation: why doing the homework is necessary, but doing the right homework wins the mandate.

Everyone has a plan for the incoming CEO. Almost nobody has one for the outgoing one.

The candidates who make an executive search more complicated are often the ones who will make the organization stronger.

Organizations that say they want change usually want the outcomes of change without the discomfort of someone who actually delivers it.

Sometimes the most valuable thing an executive search advisor can do is pause the search and ask whether a talent solution is actually what the organization needs.

Every trade show this season is asking the same question: Who is actually qualified to lead through this?

In regulated industries, the regulator doesn't just oversee your business - they have a say in who leads it.

PE funds obsess over entry multiples. The leadership question deserves the same discipline.

Grocery internationalization often fails due to structural challenges, leadership and culture.

Progress on women in leadership doesn't happen by itself - it happens when structure, mindset, and visibility all pull in the same direction.

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.

The luxury industry isn't in crisis - it's in transition. And transitions are won or lost on leadership.

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.