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.

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.

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

The biggest cost of extended executive job searches isn't financial - it's deeply personal. How to navigate them.

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

Some ideas how to expand your senior executive network beyond your home industry.

Alternative paths that will help you tide over the crisis, and might even be genuinely attractive career moves that can be very rewarding.

Consulting Partner searches are highly complex and require understanding the whole consulting ecosystem.

Team moves are like running several executive searches in parallel, and pose specific challenges.

The right approach depends upon where you stand and what you are trying to achieve.

The Bad News: The cautious executive talent market will persist. The Good News: We will see a massive recruitment boom once this phase is over.

What makes a great Consulting Partner?

CHROs should be real strategic business leaders driving organizational success, not just HR administrators.

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