A detailed executive-onboarding strategy is key.
The Chief Digital Officer has grown tremendously since it was introduced to drive digital transformation. But what does the role actually entail?
As the country’s unemployment rate approaches record lows at about 3.8% and Americans place an ever greater value on their job security, corporations are finding it more challenging to fill their executive vacancies with a qualified, diverse set of individuals willing to switch jobs. And yet the difficulties associated with matching competent candidates with high-level corporate positions are a chronic test spanning decades.
Jill Ader is the first woman at the helm of Egon Zehnder. For her to reach that position, it meant breaking a long-established in-house rule.
The responsibilities of a Chief Data Officer are fast evolving as vast quantities of data become available, but significant leaps forward are still required in order for digital leaders to truly optimize the full potential of their data capabilities.
Egon Zehnder's recent study finds that the role of the Chief Digital Officer is different from initial expectations.
The Chief Digital Officer (CDO) is a much-misunderstood role. Egon Zehnder’s Christian Wohlgensinger, who manages Technology Practice in Switzerland, provided more clarity about CDOs’ work during an interview with CNN Money.
Economist, politician and corporate lawyer Christine Lagarde’s extensive resume indicates a fitting suit in the role of running the European Central Bank— regardless of critics who note her lack of experience in academic training and monetary policy.
Female managers rarely reach top management in Switzerland but the young generation is determined to change that.
Egon Zehnder’s new survey of Chief Digital Officers paints an ambitious future for the first generation of emerging creative leaders. The study taps into the mindset of 107 digital executives in global industries, providing key insights into the roles they aspire to take on. Most notably, the role of CEO.
Though the focal point of responsibility of current Chief Digital Officers resides in driving digital monetization, many admit they spend equally as much time strategizing digital solutions rather than implementing them.
It’s never been more important for HR to demonstrate commercial awareness. But what does that mean in reality, and how does the profession overcome its traditional disconnect from business metrics?
Many people think that the structure and ownership of a business affects the pressures their leaders face. It is certainly true that the need for a publicly listed company to be accountable to its shareholders and customers means that short-term difficulties can quickly derail a chief executive’s carefully planned long-term strategy.
In an exclusive interview with the Financial Times, Egon Zehnder Chairwoman Jill Ader discusses Egon Zehnder's commitment to diversity, the changing state of leadership, and being the first woman Chair of any executive search firm.
Providing measurable and attainable business objectives, balancing tactical and strategic initiatives and experimenting with progressive digital technology are key tips to emerging as a successful Chief Digital Officer.
Humble individuals often do not see themselves as great leaders that can lead to misconceptions about their abilities and cause them to slip by unnoticed. In reality, this is not an issue of capability, but one of identity, which is something that leaders can develop.
Benito Cachinero shares how leaders successfully run their large companies, from day-to-day responsibilities to developing an overarching human capital strategy.
For the first time ever, there’s a woman at the helm of Egon Zehnder. Ader, who hails from the UK, is out to reform the firm.
Some corporate executives made such a fuss about not being able to find enough women to diversify their boardrooms that the Chilean government came up with a list of 136 candidates to help them out.
Having formal board evaluations, setting term and age limits, and implementing a gender diversity policy are some ways corporations can make progress in diversifying corporate boards.
In 1989, feminist Arlie Russell Hochschild argued that working women go home to work a “second shift,” performing the majority of the labor involved in caring for their homes and children. That’s not the only extra shift working women are doing.
The principle is simple—diversity matters to business. But despite the focus on gender diversity and inclusion, efforts promoting them have had limited success, and diversity improvements remain incremental.
Women and men define great leadership similarly, but there are distinct differences across generations, according to a recent survey by Egon Zehnder.
Simone Stebler discusses diversity, HR-Tech and why bosses need to be more approachable.
The Atlanta Chief Information Officer Advisory Board will work with the City of Atlanta Information Management team to look for ways to improve the city's digital connections.
Atif Rafiq, chief digital officer at Volvo, plans to join MGM Resorts International as president of commercial and growth, helping guide the casino and hotel company’s expansion of digital services and technology modernization.
How leaders need to model behaviors to build and maintain trust within organizations.
On Yahoo! Finance, Cynthia Soledad discusses Egon Zehnder’s Leaders & Daughters series and what future generations look for in a leader.
Despite digital as a concept being gender-agnostic, the workforce that sits behind the design and execution, and implementation, has a bias toward men.
India Inc is working hard to improve the gender diversity equation, especially at the top deck.
Simone Stebler says the situation may change with millennials.
Few executives have all the competencies desired for leadership roles, so it is important to widen the candidate pool by recruiting based on potential as well as past experience and qualifications.
The role of chief strategy officer is increasingly important for large asset managers, Egon Zehnder's Arnaud Tesson told Business Insider.
Having a diverse board is more just than a matter of optics.
Boards can’t just add one woman and expect real change in the way they operate. You need at least three female directors, a critical mass that Egon Zehnder calls the “magic number” in its 2018 Global Board Diversity Tracker. With at least two female colleagues, women are more likely to speak up and be heard.
Egon Zehnder’s survey of 823 international executives found that 71% of senior leaders said stretch assignments had the biggest impact on unleashing their potential.