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.

Comparing one-tier and two-tier governance isn't about choosing between systems - it's about understanding what makes boards effective and modernizing governance accordingly.

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

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.

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

A sector-by-sector analysis of how transformation is reshaping leadership needs in DACH. From automotive to energy to retail, organizations now seek executives who can integrate complexity rather than optimize individual functions.

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.

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