The role of the CEO and executive teams is changing. They are no longer just leading a business they are leading an integrated community of employees, partners, investors and those acting on behalf of significant and growing environmental and community needs.
The definition of success for organizations and their executives has changed, but executive pay has not kept pace. The growing disconnect between executive and employee pay is a key contributor to increasing societal concerns about a widening “wealth gap”. And while many organizations speak compellingly about how they prioritize various non-financial measures of success, total shareholder return remains the main criteria in determining executive pay.
We are rewriting the playbook. Championing pay programs that are fair, simple, clear, trusted, and reflective of a contemporary definition of the roles and responsibilities of your leaders. So, you can attract the right talent, reward the right behaviors, and align them with your purpose and goals.
Are you with us?
Even before the global crisis, a review of executive pay was long overdue. Now it is needed more than ever. Discover three main concerns expressed around leadership pay today and what needs to change to overcome them.
Partnering with The Aspen Institute Business & Society Program we have developed the Modern principles for sensible and effective executive pay.
Created after two years of research and consultation with, directors, executives, investors and asset managers, these five principles offer a holistic and commonsense perspective on executive pay at a time when societies demand it more than ever.
Where did the Aspen Principles come from? What are their goals and purpose? How will leadership pay change for companies that adopt them? Discover the philosophy behind the Aspen Principles.
Your leadership pay strategy starts with one goal; to reward your leaders fairly in today’s dynamic business landscape. It must be attractive to top talent, contemporary, and transparent. And it must align with your business strategy and purpose. Rather than fixating on benchmarking your competitors, we invest time with management and the board to understand your organization. We get to know your goals, your purpose, your business, your people. We combine this knowledge with our deep understanding of what motivates today’s leaders to help you develop a pay philosophy and strategy that supports your mission, reflects your organization’s culture, and properly values your people’s contribution.
Click here for more information on how we can help you create an executive pay strategy that is right for you.
Reward your leaders fairly in today’s dynamic business landscape.
Once you have a pay philosophy that aligns to your business strategy, we help you put it into practice. We start by holding your new philosophy up against your current executive pay program. See what needs to change to reach your goals, drive shareholder value, and positively impact the day-to-day behavior of the management team. We make recommendations, aligned to the critical presenting issues for your business, on base compensation, annual or long-term incentives, and critical issues such as performance measurement, performance management, executive employment provisions and governance - with a forecast on what the realized value could look like for your leaders in practice. The outcome is a program design that better reflects your core values as a company and speaks more to what you outline as your purpose.
Click here for more information on how we can support your executive pay program design.
See what needs to change to reach your goals.
Corporate Boards operate in a dynamic and evolving corporate governance landscape. There are considerable legal demands on you to make sure that internal practices are current, competitive, and compliant. We steer you through the implications of your new package from an accounting, tax, and governance perspective. Offering expert understanding of current and future compliance considerations. This helps you make smarter, more informed decisions and avoid unexpected pitfalls when you put your plan into action.
Click here for more information on how we help you solve your technical compliance and governance-related issues and avoid unexpected issues.
Offering expert understanding of current and future compliance considerations.
When you have a plan that aligns with your strategy and values, is compliant, and fair, it will be time to implement it. The first phase of this is communicating it with care. The plan must be straightforward, transparent, and clear. It must use plain, simple language to communicate the value to all stakeholders. We work with you to make sure that everyone understands what the plan delivers, how success is measured, and how payout conditions are met. We help your executives and Board through the changes, get everyone’s buy-in and commitment. Then when you are ready, we guide you through communicating with the rest of the business. So that everyone in your organization understands that your leadership pay strategy is aligned with your values as a company.
Ready to talk to an expert? Contact us for help designing and putting your new plan into action.
Make sure your leadership pay strategy is aligned with your values as a company.