CEO SUCCESSION – Coaching for Boards and CEO Candidates

Do you have a list of CEO candidates from the inside ready to take your company forward?

  • Are you a board member who needs to come up with a CEO successor in the coming months to replace a CEO “legend” who will be a tough act to follow?
  • Are you looking to fill a CEO slot in the next 90 days or less, and need to accelerate the process?
  • Are you in a CEO candidate in a three- or four-way horse race and looking for a masterful coach to give you an edge or advantage?

CEO SUCCESSION IS TOO IMPORTANT TO DO IN A CRISIS

When HP hired an outside CEO, Carly Fiorina, the stock dropped 45 percent.

If your airplane flew into the Bermuda Triangle, who could take over today? CEO Success is a crap shoot. My job is to develop CEO successors from the inside. You know their character and capabilities better than you could ever possibly know anyone else.

Hello, my name is Robert Hargrove. My clients, many of who I worked with in the early stages of their careers, have become CEOs – among them Chairman of the New York Stock Exchange, CEO of Phillips Corporation, CEO of Adidas.

I work with both the Chairman, the board, and individuals in the CEO succession process. I have a knack for spotting talent inside your company, people who can step up to the specific and unique role of the CEO, and for working with individuals to develop them to take on the job.

FROM THE CEO AS STEWARD TO CEO AS ENTREPRENEUR

With shares down 40%, Ford replaces its CEO, Mark Fields, with the leader of their autonomous cars unit.

Our goal is not just to help you find someone who only plays the role of “CEO as Steward,” polishing up grandma’s china and trained to manage something big and complex.

Rather, we help you find a CEO who can play the CEO as Steward in strengthening and extending your existing business, but also who can play the role of the CEO as Entrepreneur – dreaming bigger, reimagining, and disrupting the status quo.

Today this is a number one requirement, as we live in a world where we never know where the next disruption will come from, or for that matter, the next down turn.

HOW WE’RE DIFFERENT: CEO SUCCESSION FROM THE INSIDE VS. THE OUTSIDE

One of my clients was voted Fortune 500 CEO of the year for growing his company from $3 billion to $30 billion and totally transforming its corporate culture.

I look at it like this, if they tell you they are the biggest search firm in the world, you had better think twice about working with them.

That means they are going to get you to sign up for a CEO succession process that is like a Walmart, off-the-shelf product that just about any one of “1000 partners” can do.

Whether you are the Board, or a CEO candidate in the horse race, when you hire me, you get someone who is truly a talent maven and masterful coach.

I have a knack for spotting talent inside companies that can step up to the specific and unique role of CEO, and who can take your company forward to a new future.

WE HAVE A POWERFUL AND UNIQUE CEO SUCCESSION PROCESS

CEO search firms, according to my clients, are focused on helping external candidates, they don’t give much help to the internal ones. We change all 180 degrees, spotting and developing your best people.

CEO succession is one of the important jobs that CEOs and Boards have. However, with a Tsunami of things coming at you, it’s easy not to make it that urgent. This often proves to be costly mistake.

Our job is to help you choose the CEO your business needs. The goal is to get you the best in the world. Our approach:

  • Align CEO succession process with your company “Impossible Future” and strategy
  • Identify and assess CEO succession candidates
  • Benchmark external candidates
  • Accelerate CEO successor readiness through development
  • Prepare candidates to nail CEO succession interviews
  • Give individual candidates help in putting their best foot forward

Let’s have a conversation about your CEO succession plan or your desire to become the next CEO. Call me at +1 617-953-6230 to set up a time to talk.