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CEOs AND CHROs: EXPECTATION, CONNECTION, AND SUCCESSION
Author(s) -
Ulrich Dave,
Filler Ellie
Publication year - 2015
Publication title -
leader to leader
Language(s) - English
Resource type - Journals
eISSN - 1531-5355
pISSN - 1087-8149
DOI - 10.1002/ltl.20189
Subject(s) - champion , innovator , position (finance) , management , business , public relations , marketing , finance , economics , political science , entrepreneurship , law
Chief executive officers (CEOs) traditionally rise to their position via areas such as finance or operations, according to Ulrich and Filler. But as people skills become more important, they predict that companies will increasingly look to chief human resources officers (CHROs) as potential candidates to become CEOs. They believe that high‐performing HR executives master six particular domains, each of which is essential to succeed at the CEO level: strategic positioner, credible activist, capability builder, change champion, HR innovator and integrator, and technology (information) proponent. In their rise to the top, they must “acquire sufficient technical and financial skills, both in early education and in career steps along the way.”