Identifying and developing the next generation of leadership talent is critically important. No decision will have a bigger impact on the performance of an organization and its enduring legacy. Yet, many leaders struggle with effective succession planning.

In this episode of Leadership Lounge, we talk to three of our trusted advisors—James Diggines, Rebecca Slan Jerusalim, and Stacey Shapiro—who share their perspectives on:

• The critical first steps CEOs should take to build effective succession processes
• How to spot leadership potential beyond the obvious candidates
• Common succession planning mistakes that can derail organizations
• Strategies for keeping unsuccessful candidates engaged and motivated
• How succession decisions can transform organizational culture

"Too often succession is really a check the box exercise at a critical point in time, as opposed to having a long-term focus."

Rebecca Slan Jerusalim, Leadership Advisor, Russell Reynolds Associates

Four things you'll learn from this episode:

• Timing is everything in succession planning. Start succession planning as soon as you step into a new leadership role. The longer the duration, the easier it is to develop internal talent.
• Succession isn't replacement—it's development. Effective succession encompasses long-term talent development. Organizations must actively identify and invest in key talent year-over-year.
• Keep your talent pipelines broad and dynamic. Resist the urge to quickly converge on one or two candidates. Business conditions shift, and what you need in a leader today may differ dramatically from what you need tomorrow.
• Transparency builds loyalty. When succession decisions are made, providing clear feedback and development opportunities to unsuccessful candidates can retain crucial senior talent.

A closer look at the research from this episode:

• Board Culture and Director Behavior Study | Russell Reynolds Associates
• Global CFO Turnover Index | Russell Reynolds Associates Russell Reynolds Associates
• Global CHRO Turnover Index | Russell Reynolds Associates Russell Reynolds Associates
• SHRM Succession Planning ROI Study | Society for Human Resources Management

Many of us have heard the expression “doing good is good for business.” In this episode, Simon Kingston sits down with former MTV International Chairman and CEO Bill Roedy about how he put this concept into practice on a truly global scale.

Bill takes us on his journey of how he redefined broadcast television, launching the most channels in television history with more than 200 global channels and 20 brands, including MTV, Nickelodeon, Comedy Central, and numerous others. He discusses how and why he started MTV’s Staying Alive Foundation, Suga, and other social responsibility initiatives to realize the ethos of “doing good is good for business.” And Bill shares his journey from West Point to MTV to GAVI and beyond.

We'll also hear from Andrew White, a leadership advisor who specializes in executive assessment and development, who will discuss why curiosity and adaptability are essential leadership traits in today's business environment.

Four things you’ll learn from this episode:

1. Why doing good is good for business and how to achieve it at scale
2. How to navigate the various challenges when launching a media startup
3. How to deal with uncertainty and risk to realize global growth
4. How to adapt a business background to serve in global non-profits and NGOs

If you enjoyed this episode, you might also like these Redefiners episodes:

• Talking Transformational Leadership with RRA’s CEO Constantine Alexandrakis
• Leadership Lounge: Boardroom Bound: How to Navigate Your Journey from Executive to Board Director
• Action Creates Hope: A Conversation with IRC President and CEO David Miliband
• Leadership Lounge: How to develop your personal leadership brand
• The Business of Football with Los Angeles Rams COO Kevin Demoff
• Leadership Lounge: Advice on when—and how—to weigh in on social issues

Today's senior executives operate in an environment where trust has never been more critical, or more fragile. According to the latest Edelman Trust Barometer, trust in business leaders is at an all-time low, with people's fear that business leaders are dishonest increasing by 12% in the last year.

So, as a leader, how can you cultivate trust within your team and organization?

In this episode of Leadership Lounge, we talk to three of our trusted advisors—Henryk Krajewski, Emmy Melville, and Ilana Abramowicz—who share their perspectives on:

• How trust is evolving in today's fast-paced business environment
• The specific behaviors that distinguish highly trusted executives
• Practical strategies for building and rebuilding trust within teams
• How to accurately assess trust levels rather than relying on gut feeling

“Don’t take somebody else’s credit. If you make a mistake, you own it. You don’t bury somebody else.”

Ilana Abramowicz, Leadership Advisor, Russell Reynolds Associates

Four things you'll learn from this episode:

1. Trust is built on consistency. You need to demonstrate that you can follow through on your promises and commitments, no matter how small.
2. Trust isn’t something that’s nice-to-have in an organization. It needs to be intentionally built at a foundational level.
3. Transparent communication is vital for trust—sharing relevant information openly, explaining decisions clearly, and being forthright about challenges creates a culture where trust can flourish.
4. Trusted leaders give credit, own mistakes (even if minimal), and maintain confidentiality.

In this episode, we will cover:

• The four fundamental components that make up trust in the leadership context
• Why trust should be a foundational priority rather than an afterthought
• Why trust is critical for accelerating decision-making and enabling productive conflict
• The ‘1% rule’ for initiating trust repair when relationships have fractured
• The connection between trust and concrete business outcomes
• How differing trust languages can create unintended barriers within teams
• Why timing is critical in addressing trust breaches before they become permanent

A closer look at the research from this episode:

Edelman Trust Barometer

How CEOs Can Build and Maintain a High-Performing C-suite | Russell Reynolds Associates

The New CEO | Russell Reynolds Associates