When you catch yourself using business jargon and realize it's just the adult version of your kid yelling "6 7."

CEO loneliness isn't something you solve - it's something you learn to manage before it becomes debilitating.

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.

Anwering to debate on article and showing how authenticity and honesty about challenges can be a real selling argument for the role, too.

Successful executive search partnerships are built on genuine personal connection rather than technical presentations and fee comparisons.

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

European boards are choosing familiar leadership over diversity.

Delivering rejection news with kindness, respect, honesty, and constructive feedback creates impact and lasting relationships.

Successful executive search goes beyond matching skills to requirements - it's about finding the "spark" of genuine enthusiasm.

Even while women's C-suite representation has grown significantly, meaningful progress requires more intentional action.

Great leadership selection requires looking beyond perfect CVs to assess personality and long-term impact rather than just track records.

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?

Most companies wait too long for CEO succession planning - start 2 years early and look inside first.