The Secrets of Great CEO Selection
基于作者咨询经验，揭示了优秀董事会成员如何通过聚焦关键能力、保持开放心态、深入尽职调查和包容候选人不足来成功选拔CEO，并以IBM案例说明其价值。
When it comes to selecting a new CEO, judgment really matters. The choice may devastate a company or create enormous value. In his work advising companies, Charan has observed that some board members are especially great at succession decisions. In this article he describes how they go about picking the right candidate. Directors who excel at selection zero in on the two or three distinct capabilities that a CEO will need to thrive at the firm in question. (Charan calls this the “pivot” because the succession decision turns on it.) For example, when IBM was conducting a CEO search in 1993, many thought it should hire a technologist, but two directors saw that what the company really needed was an executive with business acumen, a customer orientation, and execution skills. At their urging, the board brought in Lou Gerstner, who quickly turned IBM’s $8 billion loss into a $3 billion profit. Astute directors also keep an open mind about where the best candidate will come from; they shed assumptions about insiders and outsiders and may even consider a leader a few levels below the CEO. They go deep to understand which person is the best fit with the pivot, doing their own due diligence. Finally, they allow for the imperfections in the chosen candidate, figuring out which gaps can be filled by other executives or corrected with coaching. [ABSTRACT FROM AUTHOR]