{"id":31062,"date":"2025-02-19T09:38:47","date_gmt":"2025-02-19T14:38:47","guid":{"rendered":"https:\/\/www.dhrglobal.com\/?p=31062"},"modified":"2025-06-04T09:54:12","modified_gmt":"2025-06-04T13:54:12","slug":"turning-executive-transitions-into-opportunities","status":"publish","type":"post","link":"https:\/\/www.dhrglobal.com\/insights\/turning-executive-transitions-into-opportunities\/","title":{"rendered":"Turning Executive Transitions into Opportunities"},"content":{"rendered":"\n<div class=\"block-hero alignfull  has-breadcrumb\">\n    <div class=\"outerwrap\">\n        <div class=\"wrapper\">\n            <div class=\"copy\">\n\n                                    <ul>\n                        <!-- Breadcrumb NavXT 7.0.2 -->\n<li><a property=\"item\" typeof=\"WebPage\" title=\"Go to Insights.\" href=\"https:\/\/www.dhrglobal.com\/insights\/\" class=\"post post-page\" aria-current=\"page\"><span property=\"name\">Insights<\/span><\/a><meta property=\"position\" content=\"1\"><\/li>                    <\/ul>\n                \n                                    <h1>Turning Executive Transitions into Opportunities<\/h1>\n                \n            <\/div>\n        <\/div>\n\n            <\/div>\n<\/div>\n\n\n<div class=\"block-insights-detail \">\r\n\t<div class=\"intro\"><p>Leadership changes are inevitable, but they don\u2019t have to shake an organization\u2019s foundation. As DHR Global\u2019s 2025 <a href=\"https:\/\/www.dhrglobal.com\/insights\/workforce-trends-report-2025\/\">Workforce Trends Report<\/a> reveals, C-suite departures have a significant effect on employees\u2019 trust, morale, and sense of direction. In fact, half of respondents experienced the departure of a senior executive in the past year, with 55% questioning whether their organization\u2019s mission was still worth believing in or working for.<\/p>\n<\/div>\t<div class=\"meta\">\r\n\t\t<p class=\"date\">February 19, 2025<\/p>\r\n\t\t<p class=\"type\"><a href=\"https:\/\/www.dhrglobal.com\/insights\/#\/type\/insights\">Insights<\/a><\/p>\t\t<p class=\"author\">Authors:<\/p><ul><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/supriya-dikshit\/\">Supriya Dikshit<\/a><\/li><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/sara-garlick-lundberg\/\">Sara Garlick Lundberg<\/a><\/li><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/kristi-leblanc\/\">Kristi LeBlanc<\/a><\/li><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/tricia-logan\/\">Tricia Logan<\/a><\/li><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/justin-menkes\/\">Justin Menkes, Ph.D.<\/a><\/li><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/frank-smeekes\/\">Frank Smeekes<\/a><\/li><li><a href=\"https:\/\/www.dhrglobal.com\/consultant\/lisa-walker\/\">Lisa Walker<\/a><\/li><\/ul>\t<\/div>\r\n<\/div>\n\n\n<p>While executive turnover can cause uncertainty, it also provides an opportunity to improve engagement and reinforce confidence in leadership. Organizations that manage transitions proactively through clear communication, structured onboarding, and a well-defined vision can minimize disruption and create lasting momentum.<\/p>\n\n\n\n<h3 class=\"is-style-default\"><strong>How Leadership Changes Affect Employee Trust<\/strong><\/h3>\n\n\n\n<p>Seventy-four percent of employees who responded to DHR\u2019s survey expressed trust in their senior leaders, while 43% said they trust them deeply and 31% said they trust them somewhat. But when a C-suite executive leaves, it can disrupt that trust. Other key findings:<\/p>\n\n\n\n<ul class=\"\" data-cols=\"1\"><li>52% reported operational disruptions, such as delays and confusion over ownership of projects.<\/li><li>34% questioned their organizations\u2019 stability.<\/li><li>33% felt uncertain about their organizations\u2019 strategic direction.<\/li><\/ul>\n\n\n\n<p>Despite these challenges, leadership changes can also inspire employees. Nearly 63% of employees said executive transitions increased their engagement, showing that a well-managed transition can reignite enthusiasm for a company\u2019s future.<\/p>\n\n\n\n<h2 class=\"is-style-underlined\"><strong>Successful Executive Transitions: Insights from Talent Advisors<\/strong><\/h2>\n\n\n\n<p>Navigating leadership changes successfully requires more than filling an empty C-suite seat \u2013 it demands a strategic approach that prioritizes transparency, stability, and alignment. DHR Partners shared their insights on how organizations can manage leadership transitions while maintaining trust and engagement.<\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\"><strong>Ensure Leadership Continuity With a Thoughtful Transition Plan<\/strong><\/h2>\n\n\n\n<h3><strong><a href=\"https:\/\/www.dhrglobal.com\/consultant\/supriya-dikshit\/\">Supriya Dikshit, Managing Partner, Asia Pacific Industrial Practice; Managing Partner, Singapore<\/a><\/strong><\/h3>\n\n\n\n<p>C-suite transitions are inevitable and often driven by succession, market shifts, underperformance, or changes in ownership or stakeholders. When an executive departs, speculation can cause uncertainty among employees. Clear, transparent communication from management and the board is essential to reinforce stability and prepare the organization for new leadership.<\/p>\n\n\n\n<p>A structured onboarding process is also key to a smooth transition. New executives must quickly understand stakeholder dynamics, company operations, and culture. Setting clear short- and long-term expectations, while allowing flexibility, helps them align with business goals. Providing data-driven tools, internal support, and a structured mentorship program accelerates integration and strengthens leadership effectiveness. A strong mentor-mentee network encourages collaboration, reinforces alignment, and enhances executive confidence.<\/p>\n\n\n<div class=\"block-cta has-image alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"img\" style=\"background-image: url('https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/09\/Dikshit_Supriya_web-370x370.jpg');\"><\/div>\n        \t\t<div class=\"left\">\n\t\t\t<h2>Supriya Dikshit<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>Recognizing that scaling a business requires different skills than starting one, many Asia-Pacific companies emphasize continuous leadership development. Many of our multinational clients conduct pre-onboarding leadership assessments to gauge suitability and identify developmental needs, allowing for phased training programs that ensure long-term success.<\/p>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n\n<p>Some organizations take a proactive approach by defining success parameters before hiring. I\u2019ve seen companies seek \u201cready-now\u201d or \u201cfuture-ready\u201d executives within set timeframes, ensuring seamless leadership transitions with clear road maps. In family-owned businesses and conglomerates, strong board and promoter support is crucial. From my experience, hands-on guidance in the early phase helps executives build credibility, gain trust, and cultivate a deep sense of belonging \u2013 leading to stronger engagement and performance.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\"><strong>Create Stability Through Open Dialogue<\/strong><\/h2>\n\n\n\n<h3><strong><a href=\"https:\/\/www.dhrglobal.com\/consultant\/sara-garlick-lundberg\/\">Sara Garlick Lundberg, Managing Partner, North America \u2013 Nonprofit<\/a><\/strong><\/h3>\n\n\n\n<p>Change often brings uncertainty, which can create anxiety, especially during executive transitions. However, boards can take proactive steps to ease concerns and maintain stability. Implementing a comprehensive communications and engagement plan is the first step. Clearly sharing updates and key milestones reassures employees and builds confidence in the process.<\/p>\n\n\n<div class=\"block-cta has-image alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"img\" style=\"background-image: url('https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/10\/Lundberg_Sara_Web-370x370.jpg');\"><\/div>\n        \t\t<div class=\"left\">\n\t\t\t<h2>Sara Garlick Lundberg<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>Listening to employees throughout the transition is just as important as keeping them informed. Small group sessions with different departments provide opportunities to learn about concerns and address questions. Actively involving employees in discussions shows them their input matters, helping to bolster trust. Encouraging staff to contribute ideas for improvement also promotes a culture of collaboration and shared ownership.<\/p>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n\n<p>For example, a nonprofit client recently faced the sudden departure of their CEO, leaving the organization in a state of uncertainty. Internal leaders stepped up quickly, galvanizing staff and turning what could have been a crisis into a moment of unity. Their leadership and commitment helped rally the team, shifting the focus from uncertainty to shared purpose and renewed momentum.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\"><strong>Enhance Onboarding to Maximize New Leader Success<\/strong><\/h2>\n\n\n\n<h3><strong><a href=\"https:\/\/www.dhrglobal.com\/consultant\/kristi-leblanc\/\">Kristi LeBlanc, Managing&nbsp;Partner,&nbsp;Global&nbsp;Consumer&nbsp;&amp;&nbsp;Retail&nbsp;Practice<\/a><\/strong><\/h3>\n\n\n\n<p>With any C-suite transition, it\u2019s crucial for the executive leadership team (ELT) to stay aligned as a unified force, driving the organization forward in line with its overarching strategy, mission, vision, and goals. Focused and consistent communication across all levels of the organization is essential to reinforce priorities and progress and to maintain momentum. As new C-suite leaders step into their roles, thoughtful and comprehensive onboarding plans \u2013 guided by experienced executive coaches \u2013 can significantly enhance their integration and effectiveness.<\/p>\n\n\n<div class=\"block-cta has-image alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"img\" style=\"background-image: url('https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2023\/06\/LeBlanc_Kristi_web_0623-370x370.png');\"><\/div>\n        \t\t<div class=\"left\">\n\t\t\t<h2>Kristi LeBlanc<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>The most successful ELT transitions occur in organizations that are committed to proactive succession planning. These companies continuously assess and develop internal talent, ensuring seamless leadership pipelines with minimal disruptions. Additionally, organizations that recruit executives with the potential to advance two levels create a deep bench of leadership talent, positioning themselves for long-term success.<\/p>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\"><strong>Prioritize Open and Honest Communication<\/strong> <\/h2>\n\n\n\n<h3><strong><a href=\"https:\/\/www.dhrglobal.com\/consultant\/tricia-logan\/\">Tricia Logan, Managing Partner, Global&nbsp;Consumer&nbsp;&amp;&nbsp;Retail&nbsp;Practice<\/a><\/strong> <\/h3>\n\n\n\n<p>C-suite transitions signal change, and without careful management, change can be disruptive. Transparency from the CEO and board during leadership changes is essential to building trust and openness across the organization.&nbsp;New C-suite leaders should establish early and ongoing communication with their teams, sharing strategic priorities while actively seeking input. This approach strengthens alignment and encourages collaboration. Additionally, a unified C-suite that supports the new leader, rather than operating in silos, helps reinforce stability and advance the organization\u2019s broader goals.<\/p>\n\n\n<div class=\"block-cta has-image alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"img\" style=\"background-image: url('https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/10\/Logan_Tricia_Web-370x370.jpg');\"><\/div>\n        \t\t<div class=\"left\">\n\t\t\t<h2>Tricia Logan<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>Organizations that invest in leadership assessments and structured developmental plans create smoother executive transitions. A well-defined onboarding plan \u2013 including early engagement with internal and external stakeholders \u2013 further increases the likelihood of success. Clear and consistent communication throughout the transition, from the leader\u2019s departure to the new executive\u2019s arrival, is one of the most critical factors in ensuring a positive shift. The opposite approach \u2013 abrupt changes with little to no communication \u2013 can lead to uncertainty, resistance, and a loss of strategic focus.<\/p>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\"><strong>Evaluate Leadership Potential at Every Level<\/strong> <\/h2>\n\n\n\n<h3><strong><a href=\"https:\/\/www.dhrglobal.com\/consultant\/tobias-rummeleit\/\"><\/a><strong><a href=\"https:\/\/www.dhrglobal.com\/consultant\/justin-menkes\/\">Justin Menkes, Ph.D., Partner, Leadership Consulting<\/a><\/strong><\/strong><\/h3>\n\n\n\n<p>Leading organizations actively assess talent at all levels, with a strong focus on the C-suite.&nbsp;A thoughtful and comprehensive succession plan helps retain and develop top performers who can advance into senior roles.&nbsp;Often the best hires come from within the organization, building a culture where people can witness strong performance being rewarded.&nbsp; &nbsp;<\/p>\n\n\n<div class=\"block-cta has-image alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"img\" style=\"background-image: url('https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2023\/03\/Menkes_Justin_Web-370x370.jpg');\"><\/div>\n        \t\t<div class=\"left\">\n\t\t\t<h2>Justin Menkes<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>This approach is particularly effective when the board seeks a clearer picture of the company\u2019s leadership pipeline and how senior management is preparing future executives. Objective, third-party assessors play a critical role in maintaining high standards, ensuring that top talent is identified and nurtured for advancement. For external leaders stepping into key roles, working with a coach to craft and communicate a compelling first 100 days can make a significant difference.<\/p>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\"><strong>Prioritize Culture Fit When Selecting a New CEO<\/strong> <\/h2>\n\n\n\n<h3><strong><a href=\"https:\/\/www.dhrglobal.com\/consultant\/frank-smeekes\/\">Frank Smeekes, Managing Partner, Europe<\/a><\/strong><\/h3>\n\n\n\n<p>In a world of disruption and uncertainty, C-suite transitions should be as predictable as possible. The best transitions are planned and communicated clearly \u2013 whether due to retirement, ownership changes, or market shifts. Long-term succession planning requires board and stakeholder engagement, ensuring a seamless leadership shift.<\/p>\n\n\n<div class=\"block-cta has-image alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"img\" style=\"background-image: url('https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/09\/Smeekes_Frank_Web-370x370.jpg');\"><\/div>\n        \t\t<div class=\"left\">\n\t\t\t<h2>Frank Smeekes<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>Choosing the right candidate means assessing competencies, experience, and cultural fit. Culture is especially crucial in Europe, where alignment and company values are key. A structured onboarding process helps new leaders succeed, supported by a clear narrative on why they were chosen and what\u2019s expected. When companies prioritize transparency, they lay the foundation for leadership success.<\/p>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n\n<p>In 2024, we supported two post-merger integrations involving European-headquartered global companies that U.S. counterparts acquired. Despite operating in different industries, both acquirers respected the culture they inherited, reinforcing that a new chapter had begun. By assessing internal competencies and market needs, they restructured for greater competitiveness. <\/p>\n\n\n\n<p>Both transitions followed a structured plan for the organizations and their CEOs. Communication and transparency aligned teams and enhanced trust. Board members played a key role, while experienced chief human resources officers brought essential post-merger integration expertise. Their collective efforts positioned the new CEOs for long-term success.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"is-style-underlined has-green-color has-text-color\"><strong>Recognize Past Leadership While Embracing New Ideas<\/strong> <\/h2>\n\n\n\n<h3><strong><a href=\"https:\/\/www.dhrglobal.com\/consultant\/lisa-walker\/\">Lisa Walker, Managing Partner, Global Industrial Practice<\/a><\/strong><\/h3>\n\n\n\n<p>A seamless leadership transition requires a delicate balance. It\u2019s crucial to recognize and honor the outgoing leader\u2019s accomplishments and precedents while simultaneously empowering the successor to bring fresh ideas and innovation. This principle applies, regardless of whether the new executive is an internal promotion or an external hire.<\/p>\n\n\n<div class=\"block-cta has-image alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"img\" style=\"background-image: url('https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/09\/Walker_Lisa_Web-370x370.jpg');\"><\/div>\n        \t\t<div class=\"left\">\n\t\t\t<h2>Lisa Walker<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>Open and consistent communication is paramount throughout the transition. Proactively \u2013 and perhaps even over \u2013 communicate to ensure transparency and build a strong foundation for understanding. Manage expectations, deliver quick wins, and demonstrate a commitment to people and future-oriented initiatives to instill confidence in the new leadership team.<\/p>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n\n\n\n<p>Harnessing the new leader\u2019s unique skills and expertise is key. Often, these skills will complement those of their predecessor, as exemplified by Tim Cook succeeding Steve Jobs. This approach helps the organization address evolving industry demands and strengthens internal capabilities.<\/p>\n\n\n\n<p>A successful example of an outside CEO transitioning into a family-owned business demonstrates this approach. The executive effectively integrated into the organization, gaining the team\u2019s trust and support. He achieved cost savings without resorting to layoffs, worked closely with the family owners to secure their backing for long-term investments, and drove substantial top-line growth. Importantly, this CEO struck a balance between promoting internal talent and bringing in external expertise, capitalizing on the strengths of existing employees while attracting top talent to achieve outstanding results.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3><strong>Boost Employee Confidence in Times of Change<\/strong><\/h3>\n\n\n\n<p>Leadership changes will always be a part of business, but how organizations manage them makes all the difference. A well-planned transition that prioritizes communication, employee engagement, and leadership alignment can strengthen trust rather than erode it. By taking a strategic approach, companies can turn executive turnover into opportunities to reinforce stability, refocus their vision, and inspire confidence in the future.<\/p>\n\n\n\n    <div class=\"block-consultants-featured \">\n        <div class=\"maybe-wrapper\">\n\n                            <h2 class=\"is-style-underlined\">Meet the Experts<\/h2>\n            \n            <div class=\"consultant-grid\">\n\n                <article id=\"post-1105\" class=\"post-1105 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-managing-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/supriya-dikshit\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/09\/Dikshit_Supriya_web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Supriya Dikshit<\/h3>\n                            <p>Managing Partner, Asia Pacific Industrial Practice; Managing Partner, Singapore<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1245\" class=\"post-1245 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/sara-garlick-lundberg\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/10\/Lundberg_Sara_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Sara Garlick Lundberg<\/h3>\n                            <p>Managing Partner, North America \u2013 Nonprofit<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1085\" class=\"post-1085 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-managing-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/kristi-leblanc\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2023\/06\/LeBlanc_Kristi_web_0623-370x370.png);\"><\/div>\n        <div class=\"info\">\n            <h3>Kristi LeBlanc<\/h3>\n                            <p>Managing Partner, Global Consumer &#038; Retail Practice<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1257\" class=\"post-1257 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-managing-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/tricia-logan\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/10\/Logan_Tricia_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Tricia Logan<\/h3>\n                            <p>Managing Partner, Global Consumer &#038; Retail Practice<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-16791\" class=\"post-16791 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/justin-menkes\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2023\/03\/Menkes_Justin_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Justin Menkes, Ph.D.<\/h3>\n                            <p>Partner, Leadership Consulting<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1083\" class=\"post-1083 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-managing-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/frank-smeekes\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/09\/Smeekes_Frank_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Frank Smeekes<\/h3>\n                            <p>Managing Partner, Europe<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article><article id=\"post-1287\" class=\"post-1287 consultant type-consultant status-publish has-post-thumbnail hentry consultant_title-managing-partner\" >\n    <a class=\"inner\" href=\"https:\/\/www.dhrglobal.com\/consultant\/lisa-walker\/\">\n        <div class=\"img\" style=\"background-image:url(https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2021\/09\/Walker_Lisa_Web-370x370.jpg);\"><\/div>\n        <div class=\"info\">\n            <h3>Lisa Walker<\/h3>\n                            <p>Managing Partner, Global Industrial Practice<\/p>\n            \n                    <\/div>\n    <\/a>\n<\/article>            <\/div>\n        <\/div>\n    <\/div>\n    \n\n<div class=\"block-cta has-dark-blue-background-color alignfull\">\n\t<div class=\"maybe-wrapper\">\n        \t\t<div class=\"left\">\n\t\t\t<h2>Workforce Trends Report 2025<\/h2>\t\t\t\t\t<\/div>\n\t\t<div class=\"right\">\n            \n\n<p>From what drives employee engagement and burnout to the impact of AI and executive turnover, get the information executives need to pave a path for success in our 2025 Workforce Trends Report.<\/p>\n\n\n\n<div class=\"wp-block-button alignleft\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.dhrglobal.com\/wp-content\/uploads\/2024\/11\/DHR-Global_2025_Workforce_Trends_Report_Final.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Download the Report<\/a><\/div>\n\n\n        <\/div>\n\t<\/div>\n<\/div>\n\n\n\n","protected":false},"excerpt":{"rendered":"<p>While executive turnover can cause uncertainty, it also provides an opportunity to improve engagement and reinforce confidence in leadership. Organizations that manage transitions proactively through clear communication, structured onboarding, and a well-defined vision can minimize disruption and create lasting momentum.&hellip;<\/p>\n","protected":false},"author":20,"featured_media":31265,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[1],"tags":[],"insights_type":[49],"acf":[],"_links":{"self":[{"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/posts\/31062"}],"collection":[{"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/users\/20"}],"replies":[{"embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/comments?post=31062"}],"version-history":[{"count":16,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/posts\/31062\/revisions"}],"predecessor-version":[{"id":31287,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/posts\/31062\/revisions\/31287"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/media\/31265"}],"wp:attachment":[{"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/media?parent=31062"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/categories?post=31062"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/tags?post=31062"},{"taxonomy":"insights_type","embeddable":true,"href":"https:\/\/www.dhrglobal.com\/wp-json\/wp\/v2\/insights_type?post=31062"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}