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Strong Buy
Re: check with JB..but I think you are not right on Pehl.. Spot on JB!I think you hit the points. From a historical perspective I know many of the points you make our consistent with my own personal interaction with the people discussed. Either having been there, or in discussion with CELG Leadership. BH, JF, AB, et al. Life in the C-Suite is interesting. I rose through the ranks by doing my job, never worried or politiced for the next position, but it came because of performance, ethics, and the ability to interact across all levels of the company. And when I moved along laterally or vertically, my goal was always trying to hire smarter and more resourceful people to replace me. By the time I reached the corner office I was surrounded by smart and talented men and women. What one can not predict is when a good and producing Senior Manager decides to part ways. A knock at my door and a letter of resignation set a series of complex options in motion. Going to a competitor...goodbye now. Leaving for personal reasons, which was often the case, and we try to look at timing and exit compensation. Maybe even a part time consultancy for a period of time, for a more seamless transition to the replacing person.. I found people left due to many personal issues, least of which was compensation. Family, heavy travel schedules, change of scenery, a different challenge...you could write a book. I look at the C-Suite time, including my own, as like being a Town Manager. After a period of time you know it's time to move on, for both the reason of a new challenge, or you know your getting stale which is the worst thing that can happen. So change is both expected and will happen. The BOD used to ask me annually, "Have you planned for both an expected and unexpected change in Senior leadership?" And i knew to have a response. Yes! Good luck longs. |
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Msg # | Subject | Author | Recs | Date Posted |
5836 | Re: check with JB..but I think you are not right on Pehl.. Spot on JB! | Doolen | 4 | 1/18/2021 11:04:01 PM |