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Robbers Cave04:49

Robbers Cave

During the 1950s, the landmark Robbers Cave experiment demonstrated that when groups must compete with one another, intergroup conflict, hostility, and even violence may result. At the Oklahoman summer camp, two troops of boys—termed the Rattlers and the Eagles—took part in a week-long tournament. During this time, their negativity culminated in derogatory name-calling, fistfights, and even vandalism and destruction of property. However, this work also revealed that such tension could be...
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DNA replication is initiated at sites containing predefined DNA sequences known as origins of replication. DNA is unwound at these sites by the minichromosome maintenance (MCM) helicase and other factors such as Cdc45 and the associated GINS complex.The unwound single strands are protected by replication protein A (RPA) until DNA polymerase starts synthesizing DNA at the 5’ end of the strand in the same direction as the replication fork. To prevent the replication fork from falling apart, a...
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The spindle assembly checkpoint is a molecular surveillance mechanism ensuring the fidelity of chromosome segregation during anaphase. The checkpoint monitors the completion of all the prerequisite steps before chromosome segregation to determine whether the segregation process should proceed or be delayed.
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Ending the CEO succession crisis.

Ram Charan

    Harvard Business Review
    |February 24, 2005
    PubMed
    Summary

    The CEO succession process is failing, with high CEO turnover and poor hiring outcomes. Companies need better internal development, board oversight, and recruitment strategies for effective leadership transitions.

    Area of Science:

    • Business Strategy
    • Organizational Behavior
    • Leadership Studies

    Background:

    • Current CEO succession processes are ineffective, leading to high failure rates within the first 18 months.
    • Many organizations lack robust succession plans and struggle with internal development, board oversight, and external recruitment.

    Purpose of the Study:

    • To identify the systemic failures in CEO succession planning and execution.
    • To provide actionable strategies for improving CEO selection and retention.

    Main Methods:

    • Analysis of common pitfalls in internal candidate development, board supervision, and executive search.
    • Drawing on over 35 years of experience in CEO succession to inform recommendations.

    Main Results:

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    • Existing CEO succession practices are inadequate, resulting in poor hiring decisions and costly turnover.
    • Boards often lack the experience and diligence required for effective CEO selection.
    • Over-reliance on a small pool of executive recruiters leads to suboptimal candidate choices.

    Conclusions:

    • Companies must cultivate deep internal candidate pools and align leadership development with strategy.
    • Boards need to actively manage succession planning and vet candidates and recruiters rigorously.
    • Effective CEO selection is an ongoing process, not a single event.