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The Do's and Don'ts of CEO Succession Planning

In a report this year on senior-executive succession planning by Stanford University and the Institute of Executive Development, only 25% of 20 companies surveyed indicated having an adequate pool of candidates ready to move into key C-suite positions. Less than half agreed or strongly agreed that their organizations have a formal process for actively grooming successors for top leadership roles.

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CFO Role Widening, Businesses Need Help Filling It

Executive search firms in Orange County that specialize in placing finance chiefs are getting stronger demand for their services.

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Find, keep and grow IT talent

Finding, recruiting, and retaining IT talent are areas of human resources (HR) that hold plenty of scope for fresh thinking as new tools and processes emerge.

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Which Chicago corporate boards deliver for shareholders?

This is where the buck stops. If you're like most investors, you probably rely on a fund manager to look after your stock portfolio. Once you own shares in a company, though, your fortunes rise and fall based on decisions made inside the boardroom.

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So Who Is Next?

No matter where a business is located, the principles of succession planning should be the same, even though the motivation and processes between corporations and private family business are often radically different. Nevertheless, whether it is the future leadership of an Emir for a state, a chief executive officer (CEO) of a corporation or the patriarch of a family business, there are strong principles that can be applied to each arena.

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