After several weeks sorting out how to get the blog running well, I realize I have so much material about what’s effective in Human Resources (HR) and leadership I could fill a dozen books not to mention a daily blog. Time to get going! Every day brings more confirmation that people are finally understanding how powerfully these topics affect results.,, but not necessarily how to manage them most effectively.
I’m happy to say there are more new communities on these topics shaping up. Just this past week I’ve joined a couple and may report further once I assess their value and openness to being identified. Each one brings a flood of new information, though, which can be challenging. What to believe, what to focus on? We can’t pay attention to everything, but HR and leadership are ascending today.
Case in point, one of the new links’ newsletters pointed to a summary of an interesting study by Booz & Company who follow the world’s largest 2500 companies and report only 2.1% of CEOs among them have been fired for poor performance while average tenure has been 9.4 years over the ten year period they looked at.
Assuming the data are correct, that’s far less turnover than the widely reported 2.6 year average tenure for CEOs in general. So, do big companies really have better people? Given that stats also show most big companies (with certain distinct exceptions) fall from grace over any 20 year you want to look at, it would appear more likely that Boards simply aren’t acting on big company CEOs as often as they should.
What most research of this sort raises is the question of which stats to pay attention to and how to interpret them when they appear more or less in a vacuum, unconnected to related information that contradicts or reinforces them.
How do you judge? That’s a question we will increasingly ask ourselves as the Internet continues to deluge us with such questions. I’m interested in opinions….