Thought Leadership | 経営人材の評価

From being a Director of the Forbes Marshall group of companies and the head of Forbes Marshall Foundation, Rati is a sought-after business leader and philanthropist.

Corporate leadership development programs aren’t working. Less than a quarter of executives at the organizations that have them think they’re effective. Evaluations of managers at thousands of corporations suggest that 72% have what it takes to grow into C-suite roles. How can we bridge the gap between this raw talent and executive success?

When it comes to choosing top leaders, today’s companies prefer potential over competencies, according to Moritz von Campenhausen, head of Egon Zehnder’s Leadership Services Practice Group.

There is no period in a company’s history more fraught with anxiety than the months leading up to the naming of a new CEO. Often, the board is eyeing the clock while trying to nudge the CEO into a graceful exit.

“We never sit still – we are always moving.”

A Team of 4,000: The Keys to Effective Presidential Appointments. Exceptional times require exceptional leadership teams. Now that the presidential election is over, the key to making America greater is a strategic series of presidential appointments.

An entrepreneurial society is one in which innovation and new business creation are, as Peter Drucker put it, “an integral, life-sustaining activity” across organizations and the economy.

What can CHROs do to enhance their HR function and take it to the next level? In a bid to answer this tough question we interviewed a number of CHROs at some of the world's leading companies renowned for their best-in-class HR practices.

On Tuesday, countries around the globe join in celebrating International Women’s Day, honouring the achievements of women and mobilizing with programs to close the gender gap. This year’s theme, Pledge for Parity, is a call to accelerate equality, with a special emphasis on shrinking the gender gap in leadership positions.

Thomson Reuters recently reported that in the first three weeks of October, 165 American companies cited the slowing global economy in their earnings and revenue outlooks—an increase from the 108 that did so in the same period in 2014 and 97 in the same period in 2013.

Diversity is a top priority for all companies, but especially for insurers who urgently require new mindsets and ideas to redefine their business for the digital era.

Companies are investing more aggressively than ever in executive recruiting, assessment and development. Yet despite this higher level of input, the development tends have little or no impact for executives in a fast-changing market environment; the implication being the methods used to select and develop talent have not kept pace with the changing requirements for effective leadership.