Leadership in crisis reveals character in a way that ordinary performance never does. The executive who is excellent in stable conditions — who plans well, communicates clearly, manages effectively —
Digital transformation has generated more failed leadership appointments than almost any other strategic initiative I have observed in organisations over the past decade. The reasons are structural and predictable, and
The CHRO who operates primarily as a culture architect rather than an HR operations manager is one of the rarest and most valuable executives in any organisation. I make this
The executive who moves from a large, established corporate organisation to a start-up or scale-up is making one of the most challenging professional transitions available in the modern business landscape.
Culture fit is one of the most commonly cited selection criteria in executive appointments and one of the most consistently misapplied. The reason it is so frequently misapplied is that
The industrial CEO faces a transition challenge that I do not think is adequately recognised outside the sector — and that is frequently underestimated by boards that do not operate