Learning to lead toward future, sustained organizational value, and legacy.
Organizational leaders/founders who know it’s time to not only think about but actually plan for succession, and who want to approach What’s Next with a broader lens--planning for a new season of growth, value, impact, and significance for themselves, their successor, and the organization as a whole. Leaders who believe that fostering the success of their successors and building (versus eroding) value are non-negotiables for their transition and leadership legacy.
A cohort of 6-12 for-profit/non-profit leaders journey together and commit to:
Monthly Cohort Meetings
Weekly Maestro-level Letter
Planning Content & Tools
In the first turn, you learn to lead yourself. You learn about you. You determine your capacities and boundaries. You learn to lead where you are concerned.
In the second turn, others have acknowledged your gifts and invite you to lead a team or organization. You learn about the organization. You determine its capacities and boundaries. You learn to lead where others are concerned.
The Maestro-level leader is entering the third turn of a journey; this is where our conversations will flow as a resource for accomplished leaders who intend to soar toward that future. This is a uniquely sculpted place. It is your opportunity to craft deeper vision out of chaos, to discover and orchestrate future value for the organization you steward, and to lead where legacy is concerned.
of executive transitions are regarded as failures or disappointments two years later.
(McKinsey & Company 2018)
lower performance results from unsuccessful transitions.
(CEB Global 2013)
The likelihood that the team will meet 3-year goals if leadership transition is successful.
(Corporate Executive Board)
The declining share of family businesses that last into a second, third, and fourth generation.
(Family Business Institute)
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