{"version":"1.0","type":"card","id":"ee0d98ff-6495-42f9-ae70-d6ae5d57cced","url":"https://stacklist.com/card/ee0d98ff-6495-42f9-ae70-d6ae5d57cced","title":"Stanford GSB: Senior Executive Succession and Talent Development","source_url":"https://www.gsb.stanford.edu/faculty-research/publications/2014-report-senior-executive-succession-planning-talent-development","note":"Stanford Rock Center research on C-suite succession gaps, and why succession plans fail when they are disconnected from executive development.","image":{"url":"https://ucarecdn.com/ff6414e0-bad7-4818-b9fb-40cd85335174/","alt":"Stanford GSB: Senior Executive Succession and Talent Development","width":1024,"height":683},"stack":{"id":"1fc1d2af-c085-48a8-a432-146ba272d20d","title":"CEO Succession and Leadership Change in PE-Backed Companies: A Guide for Operating Partners and Boards","url":"https://stacklist.com/c/business/stack/1fc1d2af-c085-48a8-a432-146ba272d20d"},"created_at":"2026-09-30T06:30:59.108Z","updated_at":null,"aco":{"summary":"Stanford GSB study reveals critical shortfalls in CEO succession planning, with only 46% of companies having formal successor development processes and just 25% confident in their CEO candidate pools. The research highlights that most corporate leaders underestimate the complexity of succession planning and lack systematic strategies to identify and groom future executives.","tags":["ceo-succession","talent-development","corporate-governance","executive-planning","leadership-pipeline","organizational-risk"],"key_entities":[{"name":"David F. Larcker","type":"person","confidence":0.95},{"name":"Scott Saslow","type":"person","confidence":0.95},{"name":"Stanford Graduate School of Business","type":"organization","confidence":0.95},{"name":"Rock Center for Corporate Governance","type":"organization","confidence":0.95},{"name":"Institute of Executive Development","type":"organization","confidence":0.95},{"name":"Ford","type":"organization","confidence":0.9},{"name":"Proctor & Gamble","type":"organization","confidence":0.9},{"name":"Cisco Systems","type":"organization","confidence":0.9},{"name":"succession-planning","type":"concept","confidence":0.98},{"name":"executive-development","type":"concept","confidence":0.98},{"name":"corporate-governance","type":"concept","confidence":0.95},{"name":"Stanford University","type":"location","confidence":0.95},{"name":"CEO succession study","type":"event","confidence":0.9}],"classification":"analysis","language":"en","confidence":0.85,"provenance":{"model":"claude-haiku-4-5","tool":"@stacklist/mcp-server@2.0.0","confidence":0.85,"timestamp":"2026-09-30T06:31:04.783Z"},"token_counts":{"approximate":1792,"cl100k":1247},"content_hash":"sha256:19f507bcb1af38bdd6a87495366f98e209a24180b0a99d0fe825d5e703d73f4c","acp_version":"0.2","body_available":true,"body_tokens":1792,"visibility":"public","agent_accessible":true,"status":"final"},"_links":{"self":"/api/public/card/ee0d98ff-6495-42f9-ae70-d6ae5d57cced.json","html":"https://stacklist.com/card/ee0d98ff-6495-42f9-ae70-d6ae5d57cced","md":"/api/public/card/ee0d98ff-6495-42f9-ae70-d6ae5d57cced.md","stack_json":"/api/public/stack/1fc1d2af-c085-48a8-a432-146ba272d20d.json"}}