Claudia Pici-Morris

New York

consultant name

Claudia Pici-Morris Egon Zehnder, New York

About

Claudia is focused exclusively in the CEO and Board Consulting Practice. She has more than 18 years of experience advising clients on CEO and Board Director recruitment, succession planning, and on governance best practices including Board Effectiveness Review, Board Composition Matrices, and Risk Assessments. She works across all industry sectors and advises clients on leadership and talent issues in activist, spin-out, and IPO situations. She is based in New York.

More

Claudia is a contributing author to a number of studies, including the Egon Zehnder Global Board Index and Gender Diversity on Boards; Breaking the Impasse. In addition to serving clients, Claudia also served as the U.S. Head of Research where she led the transformation of the function that became the industry standard. The team included more than 100 Research Analysts and Associates who serve clients through sophisticated market and secondary research and analysis across all industries and functions. Prior to Egon Zehnder, Claudia held senior leadership and execution roles at a competitor search firm and at AT Kearney. She started her career in consulting and knowledge management at Booz Allen & Hamilton, working with clients in the consumer, pharmaceutical, and chemicals sectors.

She has a Masters of Science from Columbia University and a Bachelors of Arts in Philosophy from Fordham University.


News and Publications

Investors Turn Up the Heat on Boardroom Gender Diversity

Over the past year, several sizable pension funds and proxy advisory firms have taken a more aggressive stance on gender diversity in the boardroom, threatening to withhold votes or even mount an opposition slate at companies thought to be making insufficient progress on this issue. This level of action by investors outside the activist community brings a new level of urgency to boardroom gender diversity.

Looking Beyond Shareholder Approval

Proxy season, with its voting on director slates, shines a bright light on board composition—an aspect of governance that has come under increasing scrutiny from investors, directors and other observers. But the slate is only the end result of a director succession process that has become more and more complex and competitive.

Board Effectiveness Reviews: What the Board Can Learn from Looking in the Mirror

In the last decade, the oversight responsibilities of the board have taken on a new level of complexity. Disruptive business models can come from any direction, and the types of risks the board must monitor have multiplied.

Evergreen Board Succession Planning

Quite often, board succession planning consists of a member announcing to the board that he or she plans to retire next year, and the board then gearing up to find a replacement (who typically differs from the retiring director only in being a few years younger).

Evergreen Board Succession Planning

Quite often, board succession planning consists of a member announcing to the board that he or she plans to retire next year, and the board then gearing up to find a replacement (who typically differs from the retiring director only in being a few years younger).

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Gender Diversity on Boards: Breaking the Impasse

Amid all of today’s talk about the desirability of bringing more women onto corporate boards, two indisputable facts stand out: One, the business case for board diversity of all kinds, including gender diversity, has been well established and widely accepted.

Global Board Index™ 2014

Companies with global aspirations require boards with global capability. So why don’t their boards reflect this new strategic direction? The findings of the 2014 Egon Zehnder Global Board Index™ reveal a Global Capability Gap, named by Egon Zehnder to describe the disparity between a company’s global footprint and the global experience of board members.

consultant name

Claudia Pici-Morris Egon Zehnder, New York