Succession

Donald Trump borrowed the core iconography of mythic American business figures needed to run for President, whereas outgoing Starbucks Chairman Howard Schultz actually models these five qualities.

After 12-plus years at the helm of Wall Street heavyweight Goldman Sachs, chairman and CEO Lloyd Blankfein will be stepping down from his position, possibly as early as the end of 2018.

As far as news announcements go, this one was pretty surprise-free. John Watson’s retirement announcement yesterday as Chairman of Chevron was not a surprise, and neither was his pick to lead the oil giant.

While most business owners realize the importance of transition planning, most say they are too busy running their business to think about what’s going to happen to it in the future, a new survey says.

We all know how much robots are threatening jobs in the manufacturing sector. And reports are increasingly showing that the services industry isn't immune either, as robots flip burgers and even dole out medical advice. Surely the CEO's job is safe though, right?

Executives who do not plan for a successor are, plain and simple, selfish leaders.

Here's a governance test question to pose to your board: When should you start a CEO succession plan? Correct answer: The day a new CEO takes office. The point, of course, is that it’s never too soon to start planning for a leadership transition. As dramatic as that may sound, it’s actually a fundamental truth, one borne out by anecdotal evidence on a regular basis.

A new study shows that CEO succession plans are often more talk than action, Fortune says.

A new study by EY Global and Kennesaw State University sheds some light on how CEOs and owners of family-run companies perceive the strengths and weaknesses of family ownership, especially when it comes to succession and on what they do to make sure it endures as a family-run business.

As the saying goes, “the best laid plans of mice and men often go awry.” In the case of succession, an unexpected CEO vacancy can throw even a healthy organization into disarray.