Some CEOs move on because of new opportunities that materialise from their success, many retire, while others fail to perform and need replacing.
With disruption alarm bells ringing loud and clear, any CEO who is not responding appropriately becomes a risk, which shareholders and the Chairman need to consider. Let's face it, Change is one thing, but Transformation is another, as is the gap between Strategy and Execution which stands between the dream and reality.
So with CEO replacement always something to consider, where should succession planning start to develop potential new leaders within the company? And listen to Cisco's leaders discuss the transition of their own CEOs.