Litmus Test: When to Fire the CEO

Litmus Test: When to Fire the CEO


Christopher Dennis
(shown here at ease in the Santa Barbara HQ office)

By Chris Dennis Associate at DeDominic & Associates

The principal leadership challenge for any CEO is long-term sustainability of the organization. However, reward systems tend to be earnings based and short-term focused. There is little evidence to link CEO compensation to sustained performance; executives receive bonuses even when stock prices drop.

The biggest CEO challenge is to create and enhance a culture that will foster sustained organizational capabilities unlikely to be copied by others. The following 11 skills are paramount to organizational survival and long-term prosperity, and if the CEO cannot or will not deliver it may be time to make a change.

1.  Sets Vision and Strategy with input and buy in from all levels.
2. Can articulate a One Page Plan with achievable milestones.
3. Implements Communications Techniques to ensure that all people have timely information to do their jobs, remain accountable, improve performance and follow-through.
4. Conflict Management skills to address conflicting interests emanating from business, functional, team, personal or cultural differences.
5. Trust development, to enhance fair and predictable behavior across organizational units and cultures.
6. Teamwork to facilitate multicultural and cross-functional/organizational group efforts.
7. Leadership development, to work cross-functionally, cross-culturally and globally. Seeks leadership performance from all levels and positions whether formalized or not.
8. Innovation and change, for on-going improvement to ensure future competitiveness. Fosters collaboration and breaks down functional silos. 
9. Employee self-development program to enhance purpose, skills and results (Inside-out Approach).
10. Establishes Reward Systems to reinforce the above behaviors.
11. Fosters Relationship skills to garner strong support from direct reports, no Hero’s No Balloons Please.

Chris Dennis recently became associated with our firm,  DeDominic & Associates. 

Chris earned a Masters in Organizational Development from American University, Bachelors of Psychology from Wichita State University and is now a board advisor and CEO collaborator of DeDominic & Associates.  he is a global consultant on Organizational Development.  He was Senior Vice President of W.R. Grace & Company for over 20 years. 

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