Halford Consulting Inc.

09/01/2026

Trusted advisory work can sometimes take you in unexpected directions.

I'm currently serving as acting CEO for one of our client organizations after an unexpected leadership departure. I’m providing continuity until their permanent CEO steps in.

It’s a real privilege and a unique opportunity to support the organization through this important transition.

08/27/2026

Succession planning is often harder than it looks — it brings up sensitive conversations, takes significant time and effort, and usually loses out to more urgent business priorities. Management Today highlights that unclear successors and lack of structured processes make it even tougher, and boards must be intentional to overcome these barriers.

https://www.managementtoday.co.uk/why-so-hard-succession-planning-right/opinion-and-analysis/article/1935809?bulletin=mtbulletin&utm_medium=EMAIL&utm_campaign=eNews%20Bulletin&utm_source=20251013&utm_content=Daily%20News%20Bulletin%20(206)::www_managementtoday_co_uk_1&email_hash=

Why is it so hard to get succession planning right? The recent woes of high-profile businesses show the ongoing difficulty of effectively replacing CEOs – and how critical it is to ensure boards sign up to a culture of talent nurturing right from the start of leaders’ tenure. by Katie Jacobs Sha...

08/25/2026

If your family business decisions feel slow, unclear, or emotionally heavy, this is often why.

There are four systems that influence decision-making in every family enterprise. When they’re clear and aligned, decisions get faster and conflict decreases.

Learn more: https://www.halford.co/family-business

08/21/2026

Boards often spend months selecting a CEO. Then they assume everything will take care of itself. That's usually where the biggest risks begin.

A successful CEO transition requires more than a great hiring decision. Access our free resource kit for a step-by-step guide: https://www.halford.co/ceo-transition-resource-kit

08/20/2026

Boards are increasingly appointing outsider CEOs — about a third of new S&P 500 CEOs this year were external hires. Fortune notes research shows outsiders and insiders perform similarly on average, though outsiders bring more volatility and potential upside. Openness to external talent can pay off when context calls for change.

https://fortune.com/2025/12/17/outsider-ceo-appointments-research/

Also: All the news and watercooler chat from Fortune.

08/18/2026

Stepping away from the business you've built is rarely just a business decision. For many founders, it's a deeply personal transition. You don't have to navigate this alone.

Book a confidential conversation: https://halford.co/contact

08/14/2026

A new CEO doesn't arrive into a vacuum. They inherit expectations, relationships, culture, and governance.

If your board is preparing for a CEO transition, we've created a practical resource to help. Access the free CEO Transition Resource Kit: https://www.halford.co/ceo-transition-resource-kit

The transition belongs to the whole organization, not just the incoming CEO.

08/13/2026

Two CEOs rarely work well in practice — shared authority often creates confusion, blurred accountability, and slower decisions. Management Today argues that while co-CEO models sometimes pop up, the risks usually outweigh the rewards unless roles and communication are extremely clear.

https://www.managementtoday.co.uk/two-ceos-ought-better-one-%e2%80%93-rarely-works/long-reads/article/1933811?bulletin=mtbulletin&utm_medium=EMAIL&utm_campaign=eNews%20Bulletin&utm_source=20250929&utm_content=Daily%20News%20Bulletin%20(196)::www_managementtoday_co_uk_3&email_hash=

Two CEOs ought to be better than one – but it rarely works out like that Oracle is the latest major business to try splitting the top job. But despite the inarguable logic in having dual leaders, past attempts have ended in confusion, sudden resignations and lasting rancour. Why does it go wrong s...

08/11/2026

Access the free CEO Transition Resource Kit: https://www.halford.co/ceo-transition-resource-kit

Not every organization needs the same type of CEO. Some need a visionary to define the future. Others need an integrator to turn strategy into ex*****on.

One of the most important questions a board can ask before launching a CEO search is: What type of leader does our organization need next?

08/07/2026

One of the hardest leadership challenges isn't building an organization. It's leaving it well.

The strongest CEOs don't just prepare themselves to leave. They prepare the organization to thrive after they're gone.

Planning a CEO transition? Access our free resource kit for practical insights and tools:

https://www.halford.co/ceo-transition-resource-kit