See beyond with
The Taplow Group

Staff interpret silence, as do funders, when they have no idea who is in charge, and programme managers wait on decisions only the highest job can make. The board finds out in a flash how much organisational memory one man has.

At this stage, it is usually not a hidden job search. Ask yourself: What are your chances of sustaining relationships outside of the company, holding a board position outside your company, or knowing how your own job could change with a new strategy, a new CEO, or a transformation programme?

A CEO leaves without warning, and within days the questions start. Who is running the business? What do we tell investors? Is the strategy still intact? Boards that haven’t prepared tend to answer these badly, and under pressure.