Planning for Succession "Control your own destiny or someone else will!" ~ Jack Welch Most Say It's Because They're Not Planning to Leave Soon ~ A recent news release submitted by our sponsor Robert Half.   Change management is always a major concern for organizations, but few challenges are more disruptive than an executive departure. In a new survey from Robert Half Management Resources, only 52 percent of CFOs said they have identified a successor for their position. The research suggests small businesses (20-49 employees), in particular, may be less prepared to deal with potential leadership changes, with only 37 percent

  You know that old adage: “It’s Not What You Say, It’s How You Say It”?  Clearly, that sage advice never anticipated the world of email that we now live in.  Email is awesome and I use it all day long. In fact, I could not function without it. But... it has a major flaw - it can be tone deaf. Oftentimes, the tone is left up to the interpretation of the reader. This can be a huge roadblock when building relationship capital or it can unravel months of positive relationship building. It can also make your life miserable if you have to pick up

Succession Planning has been a focus for my company’s executive team since the start of the first quarter.  But as we headed into the last weeks of the year, I must admit that mine was still not complete.   In theory, succession planning is a brilliant way for companies to reduce the risk and interruption of turnover. And in my role as a CFO, I should be the biggest proponent of succession planning within my organization… and yet, I dragged my feet on completing my own plan. Why was I dragging my feet? To answer this, I had to manage

Not able to attend some of our events?  Interested in finding out what you missed?  Let us be your “go to” resource for program highlights and takeaways.  On November 17, our Houston chapter presented A CFO’s Guide to Post M&A Integration, a panel discussion focusing on the planning that can mean the difference between success and failure. Our Expert Speakers Were: Here’s What They Advised Us: The "culture fit" will snag you every time! Spend as much time as you can gaining an understanding of how the company operates and who the champions are. You can’t force fit one culture

Not able to attend some of our events?  Interested in finding out what you missed?  Let us be your “go to” resource for program highlights and takeaways.  On November 15, our Dallas chapter presented Mergers & Acquisitions: Driving Maximum Value Through KPIs, a panel discussion which focused on the use of KPIs in relation to transactions.  Our Expert Speakers Were: Here's What They Advised Us:    Eliminate add-backs for the leading source, not the buyer EBITDA is a key value. Backend of growth rate is extremely significant. Choose a bank that has much more capacity than you need Be selective,

The Philadelphia CFO Leadership Council certainly has had its share of great speakers and events lately.  Its most recent program on March 10, Due Diligence Post M & A, offered some wonderful insight on the issues facing merging organizations.  Specifically focused on ways to ensure the smoothest transitions, this program gave us valuable advice on communicating tactics, engaging stockholders, managing cultural differences, and strategizing plans.  Expert speakers were: And, get set for more great events ahead! Don’t miss our next program this Thursday, April 14, Navigating The Strategic Plan And Bridging The Gap With P & L Owners.  Register today