Succession “Losers”: What Happens to Executives Passed Over for the CEO Job?
By David F. Larcker, Stephen A. Miles, and Brian Tayan
Stanford Closer Look Series
Overview:
Shareholders pay considerable attention to the choice of executive selected as the new CEO whenever a change in leadership takes place. However, without an inside look at the leading candidates to assume the CEO role, it is difficult for shareholders to tell whether the board has made the correct choice. In this Closer Look, we examine CEO succession events among the largest 100 companies over a ten-year period to determine what happens to the executives who were not selected (i.e., the “succession losers”) and how they perform relative to those who were selected (the “succession winners”).
We ask:
• Are the executives selected for the CEO role really better than those passed over?
• What are the implications for understanding the labor market for executive talent?
• Are differences in performance due to operating conditions or quality of available talent?
• Are boards better at identifying CEO talent than other research generally suggests?
My Label is a social music discovery game where users create a record label, add songs of news talents to compete for success and engage with artists
Players use points to add songs and talents to their labels, which are gained in return according to the song’s audience.
The prize “Hit of the Month” is given every month for one of the 10 most popular songs among game players, decided by the jury.
The winner artist gets an audio and video production in a real studio and digital distribution. The project was created by Intentio, which partnered with FOX– MySpace Latin America to seek sponsorship and embed the MySpace music player.
Succession “Losers”: What Happens to Executives Passed Over for the CEO Job?
By David F. Larcker, Stephen A. Miles, and Brian Tayan
Stanford Closer Look Series
Overview:
Shareholders pay considerable attention to the choice of executive selected as the new CEO whenever a change in leadership takes place. However, without an inside look at the leading candidates to assume the CEO role, it is difficult for shareholders to tell whether the board has made the correct choice. In this Closer Look, we examine CEO succession events among the largest 100 companies over a ten-year period to determine what happens to the executives who were not selected (i.e., the “succession losers”) and how they perform relative to those who were selected (the “succession winners”).
We ask:
• Are the executives selected for the CEO role really better than those passed over?
• What are the implications for understanding the labor market for executive talent?
• Are differences in performance due to operating conditions or quality of available talent?
• Are boards better at identifying CEO talent than other research generally suggests?
My Label is a social music discovery game where users create a record label, add songs of news talents to compete for success and engage with artists
Players use points to add songs and talents to their labels, which are gained in return according to the song’s audience.
The prize “Hit of the Month” is given every month for one of the 10 most popular songs among game players, decided by the jury.
The winner artist gets an audio and video production in a real studio and digital distribution. The project was created by Intentio, which partnered with FOX– MySpace Latin America to seek sponsorship and embed the MySpace music player.
Canadian Institute - Government Relations & Lobbying - June 2011Brown & Cohen
June 2011 at the Marriott Bloor Yorkville Hotel, Toronto, Ontario.
"Dreaming Big", A case study presentation for the Canadian Institute's Advanced Forum on Government Relations & Lobbying.
Presented by Howard Brown, President of Brown & Cohen Communications & Public Affairs Inc. and Kim Allen, P.Eng., CEO & Registrar, Professional Engineers Ontario.
Carbon 101: Carbon accounting for hospitalsGraham Takata
Carbon 101: Carbon accounting for hospitals. Sources of GHG emissions in hospitals, current (2011) policy outlook, GHG Protocol, and tool kit. Canadian data.
Becoming a Data Scientist: Advice From My Podcast GuestsRenee Teate
Information and advice about learning data science, from the 17 data scientists & data science learners I have interviewed to date on the Becoming a Data Scientist Podcast, and from me!
Originally presented at PyDataDC conference, 10/9/2016
Everyone wants to be successful. But how to be successful is difficult to know. This presentation briefs key ingredients and steps to achieve ultimate success in life and career.
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...LinkedIn Talent Solutions
Mike Euglow, DocuSign
Tony Truong, DocuSign
We all know that hitting hiring targets with quality is critical to the success of any organization, regardless of size. However, something has been lost along the way as recruiting teams chase down the almighty hiring target. What about the Recruiter and their development? How do you nurture and unleash their potential? It’s not just about the hiring number if you want to build a high-performing and engaged recruiting team! Mike and Tony joined DocuSign at a time of hyper growth and had the opportunity to implement the things they learned in the past and later elevated the recruiting team to the next level by investing in their most important asset, the recruiter.
Mike spent over 10 years at Salesforce; moving up the ranks from just one of two recruiters in 2003 to SVP of Global Recruiting leading a team of 200 people across the world. Tony was the first ever Recruiting Analytics Leader for Salesforce and later became the Head of People Analytics at Pandora. Please join Mike and Tony as they share their story of how they have moved from traditional to progressive recruiting at DocuSign. Whether you are a recruiter looking for ways to up your game or a recruiting manager looking for a new way to lead and measure your team, this session is for you.
Session highlights:
Drive engagement by listening to your team.
Improve performance by re-defining recruiter success and then measuring it.
Create a culture of constant feedback and development by deploying a “Recruiter Scorecard”.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
How to get C-suite buy-in to build a cutting edge recruiting team | Talent Co...LinkedIn Talent Solutions
Amy Segal, Edelman
There is no greater competitive advantage for a company than when an in-house recruiting team is built and aligned correctly. In this session, I’ll cover how to build a metric-based story that positions an in-house team as a strategic partner, how to identify the right influencers to tell your story, and how to ultimately hire the best team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Destructional Design: Training 2016, Orlando, FLSean Bengry
How do you blend the art and science of instructional design to develop strong content that both engages users and targets what they need to know? Learn to weigh the business constraints of each project along a spectrum that will help you understand the power of innovation when married to sound principles of instructional design. And learn to quickly determine the variables in play for each project, understand the audience you need to reach, and decide where to focus your attention and resources along the art-science continuum.
Empleo 2.0: Busqueda de trabajo con apoyo en las redes sociales y los portales de empleo. Seminario desrrollado por Alfonso Alcantara (Yoriento) para la UNED de Sevilla (2010-06-24)
Presentación sobre cómo prepararse para acudir a una entrevista laboral con éxito,
de la sesión "Cómo afrontar la entrevista de selección", en los cursos de "Herramientas para la Inserción Laboral" organizados por la Universidad de Sevilla
@usvirtualempleo @HumanyPartners @LaECC @unisevilla @IAT #empleo #universitarios
Canadian Institute - Government Relations & Lobbying - June 2011Brown & Cohen
June 2011 at the Marriott Bloor Yorkville Hotel, Toronto, Ontario.
"Dreaming Big", A case study presentation for the Canadian Institute's Advanced Forum on Government Relations & Lobbying.
Presented by Howard Brown, President of Brown & Cohen Communications & Public Affairs Inc. and Kim Allen, P.Eng., CEO & Registrar, Professional Engineers Ontario.
Carbon 101: Carbon accounting for hospitalsGraham Takata
Carbon 101: Carbon accounting for hospitals. Sources of GHG emissions in hospitals, current (2011) policy outlook, GHG Protocol, and tool kit. Canadian data.
Becoming a Data Scientist: Advice From My Podcast GuestsRenee Teate
Information and advice about learning data science, from the 17 data scientists & data science learners I have interviewed to date on the Becoming a Data Scientist Podcast, and from me!
Originally presented at PyDataDC conference, 10/9/2016
Everyone wants to be successful. But how to be successful is difficult to know. This presentation briefs key ingredients and steps to achieve ultimate success in life and career.
Love 'em with data: DocuSign’s signature weapon in elevating the recruiter | ...LinkedIn Talent Solutions
Mike Euglow, DocuSign
Tony Truong, DocuSign
We all know that hitting hiring targets with quality is critical to the success of any organization, regardless of size. However, something has been lost along the way as recruiting teams chase down the almighty hiring target. What about the Recruiter and their development? How do you nurture and unleash their potential? It’s not just about the hiring number if you want to build a high-performing and engaged recruiting team! Mike and Tony joined DocuSign at a time of hyper growth and had the opportunity to implement the things they learned in the past and later elevated the recruiting team to the next level by investing in their most important asset, the recruiter.
Mike spent over 10 years at Salesforce; moving up the ranks from just one of two recruiters in 2003 to SVP of Global Recruiting leading a team of 200 people across the world. Tony was the first ever Recruiting Analytics Leader for Salesforce and later became the Head of People Analytics at Pandora. Please join Mike and Tony as they share their story of how they have moved from traditional to progressive recruiting at DocuSign. Whether you are a recruiter looking for ways to up your game or a recruiting manager looking for a new way to lead and measure your team, this session is for you.
Session highlights:
Drive engagement by listening to your team.
Improve performance by re-defining recruiter success and then measuring it.
Create a culture of constant feedback and development by deploying a “Recruiter Scorecard”.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
How to get C-suite buy-in to build a cutting edge recruiting team | Talent Co...LinkedIn Talent Solutions
Amy Segal, Edelman
There is no greater competitive advantage for a company than when an in-house recruiting team is built and aligned correctly. In this session, I’ll cover how to build a metric-based story that positions an in-house team as a strategic partner, how to identify the right influencers to tell your story, and how to ultimately hire the best team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Destructional Design: Training 2016, Orlando, FLSean Bengry
How do you blend the art and science of instructional design to develop strong content that both engages users and targets what they need to know? Learn to weigh the business constraints of each project along a spectrum that will help you understand the power of innovation when married to sound principles of instructional design. And learn to quickly determine the variables in play for each project, understand the audience you need to reach, and decide where to focus your attention and resources along the art-science continuum.
Empleo 2.0: Busqueda de trabajo con apoyo en las redes sociales y los portales de empleo. Seminario desrrollado por Alfonso Alcantara (Yoriento) para la UNED de Sevilla (2010-06-24)
Presentación sobre cómo prepararse para acudir a una entrevista laboral con éxito,
de la sesión "Cómo afrontar la entrevista de selección", en los cursos de "Herramientas para la Inserción Laboral" organizados por la Universidad de Sevilla
@usvirtualempleo @HumanyPartners @LaECC @unisevilla @IAT #empleo #universitarios
Curso de orientación para estudiantes de bachillerato, en esta presentación hay diez ideas que pueden ayudar a definir mejor su carrera profesional. Considero que es útil para orientadores, profesores, tutores.
Una serie de ejercicios de descarga gratuita para identificar las fortalezas únicas que te ayudarán a sobresalir entre la multitud.
Al realizarlo sabrás:
- Tus destrezas
- Tus habilidades
- Áreas que necesitas desarrollar
- Tus 5 fortalezas principales
http://descubretuexito.introspecta.com.mx/test-vocacional-gratis/
Redes sociales empleo (orientaciones básicas para desempleados mayores de 45 ...Josep Sirera Garrigós
En el marco de las actividades colectivas de la Agencia de Colocación Dependentias, el 29 de julio de 2014 se desarrolla en la Sala Àgora del Ayuntamiento de Alcoy una actividad informativa para los miembros de su Plan Integral de Empleo: "Redes Sociales y Empleo". Estas son las diapositivas utilizadas durante la actividad (duración 90 min.)
Tips para buscar trabajo e ir a una entrevista. Todo el mundo espera a que le lleguen las oportunidades del cielo y eso no es correcto, siga estos consejos y vera que puede hacer mucho mas de lo que hace.
5. 1. La pregunta más dificil
2. ¿Para qué sos bueno?
3. Contá TU historia
4. ¿Qué es lo que te hace
diferente?
5. Mostrate!
6. Si no sabés decir quien sos y qué hacés, los
demás no van a saber quién sos y qué haces.
1. La pregunta más dificil
7. 2. ¿Para qué sos bueno?
Lo que te gusta Lo que sabes hacer
Lo que te paga las cuentas
Punto de máxima
contribución
8. 3. Contá TU historia
Tus conocimientos: lo que sabes
hacer.
Tus habilidades: eso que te sale bien.
Tus pasiones: lo que amas
hacer.
Tu experiencia: lo que estuviste haciendo.
9. 4. ¿Qué es eso que te hace diferente?
Ventajas competitivas
Idiomas / Estudios / Masters / Cursos Adicionales
Elecciones personales
Pensá en porqué eligiste estudiar lo que estudiaste
Voluntariado / Deportes
Tratá de hacer una lista de tus
competencias y habilidades
10. 5. Mostrate!
“El 80% de los reclutadores de las empresas ya
buscan a los profesionales en las redes”
• Construí tu propia historia
• Crea tu marca personal
11. That you can’t control the trajectory of your
career. There are just too many factors beyond
your control that will shape your job options–
global economic trends, political elections, and
technological changes, just to name a few. So
don’t commit the hubris of thinking that you
can determine your professional glide path.
(traducir)