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High-value companies have boards that are aligned with the organization’s strategy and help accelerate performance.
CEOs and other senior executives need to learn new skills — and in some cases, new mind-sets — to thrive as leaders in a hyperconnected world.
On the occasion of International Women’s Day, leaders should consider taking these simple steps to champion change and promote gender parity in their organizations.
Heidrick & Struggles is once again a proud Gold Sponsor of the 2017 Fortune Most Powerful Women Summit Oct. 9-11, 2017 in Washington, D.C.
Heidrick & Struggles is proud to participate for the 10th year as a strategic partner of The World Economic Forum’s 2017 Annual Meeting in Davos, Switzerland. The theme of this year’s Annual Meeting, “Responsive and Responsible Leadership”, aligns with our purpose: We Help Our Clients Change The World, One Leadership Team at a Time.
Heidrick & Struggles was once again a proud gold sponsor of the 2016 Fortune Most Powerful Women Summit Oct. 17-19, 2016 in Laguna Niguel, CA.
Heidrick & Struggles sponsors the 22nd Annual Stanford Directors’ College in conjunction with the Stanford Law School.
Heidrick & Struggles was a proud gold sponsor of the 2015 Fortune Most Powerful Women Summit Oct. 12-14 in Washington, D.C.
A new era of corporate splits, spins, and separations raises the stakes on making a bad board appointment. Here’s how thoughtful parent companies avoid them when turning one board into two.
This CEO & Board Practice report puts a lens on the top trends in boardroom composition and refreshment uncovered by our annual Board Monitor and global Board of Directors survey.
Heidrick & Struggles’ latest Board Monitor examines how the most recent cohort of Fortune 500 board appointments is shifting the landscape in board composition, diversity, and talent.
Heidrick & Struggles sponsored the 21st Annual Stanford Directors’ College June 21-23 in conjunction with the Stanford Law School.
From the unexpected arrival of activist investors to the unexpected departure of a key director, boards face an array of situations where they may be caught flat-footed on matters of board succession. Smart boards employ four approaches to better prepare themselves.
Generational change offers boards the opportunity to improve their performance and increase diversity. A survey of global board members suggests there is little consensus on how to seize the opportunities.
Five years ago, Heidrick & Struggles initiated the Board Monitor, designed to capture key characteristics of newly elected independent directors of Fortune 500 companies, track that data from quarter to quarter and year to year, and provide a springboard for discussion of board composition, diversity, and governance. Here is what that data has to tell us about trends in director appointments over
This year’s edition of the annual Board of Directors Survey conducted by Heidrick & Struggles and WomenCorporateDirectors (WCD) represents both a real departure from previous surveys and the latest chapter in an ongoing story.
For boards today, the past is prologue. The revolution in expectations for better corporate governance, director accountability, and board composition began some 20 years ago with the initial activism of large institutional investors.
It is no surprise to anyone that US boards are grappling with increased scrutiny and ever more shareholder activism.