CEO effectiveness is traditionally a conversation among a few individuals or within a Committee.
Traditionally CEO & EXCO evaluation has been informal and focused on quantitative KPI’s:
- Often involves an informal discussion between the Chair and the CEO.
- Assess mostly quantitative measures rather than measure overall effectiveness and sustainable business leadership.
- Often focusing on associated incentives, rather than sustainable business and growth.
- Often not strongly enough linked with the Purpose of the Organisation.
Formalising the process and broadening involvement is a central theme of our Board focus:
- Start with a real determination of what it is the Board expects the CEO to deliver.
- While quantitative targets are easier to measure, that is not the case with qualitative measures; our process allows broad input and comment on this.
- Allowing the full Board to comment on the qualitative outcomes regarding CEO performance enriches the discussion.
- The focus is on empowering and directing the developmental aspects of the CEO.
- The process can be used to evaluate the effectiveness of the EXCO in addition, this allows the CEO to work with the Board on achievements, challenges and personal growth of EXCO Members.
To CEO Effectiveness
Collective Suitability Assessment of EXCO’s
The Board Practice Collective Suitability Assessment Matrix tool for EXCO’s provides a customised collective assessment of the Knowledge, Skills and Experience of the EXCO as a whole and is effective in depicting the mix of skills & expertise currently present within the EXCO against the competencies requirements deriving from the Company’s Business Model. Therefore, it is effective in assisting the Organisation to determine the required profiles of new EXCO Members as well as identify areas for development and training to reinforce the personal development of its EXCO Members and enable the maximisation of Organisational performance.