2024 was a year of major changes within the great Spanish companies and closed with historical record of rotations in the leadership of the signs quoted with up to 18 new CEOs, a figure well above the average of appointments … Of the last six years, located at 11, and equivalent to the relay of 15.4% of the highest managers in the total of the Spanish Stock Exchange. Are data that are extracted from the third edition of the report The new CEOs prepared by Korn Ferry Spainwhich justifies these substitutions for current economic complexity and the possible lack of solid succession plans in many companies.
There were up to fifteen different companies that appointed new CEO in 2024, the year in which three others -Puig, Imcerment and Cox– They began to quote on the Spanish bags. In addition, two other companies lost their CEO –Ezentis Group and Hard Felguera– Already closing 2024 had not yet replaced it.
Four of the companies with new CEO are from Ibex 35: Bankinter, Fluidra, Grifols and Puig Brands-. The rest, which are quoted in the Continuous marketSon Azkoyen, Cementos Molins, Cox Group, Deoleo, Faes Farma, Renewable Grenergy, Iberpapel management, immoration, Nextil, Ohla, Soltec Power, Vidrala, Viscofan and Vocento.
The report performs an analysis of the main trends behind corporate changes at the highest level of responsibility of Spanish quoted companies. For example, it makes a CEO robot portrait in Spain. This corresponds to a middle -aged man (between 50 and 60 years old), of Spanish nationality, but with a great international background.
Scarce parity
According to the same document, the parity is still in the tail of the priorities of the companies in terms of maximum managers refer. In 2024, Solo Bankinter designated a woman like CEO (Gloria Ortiz) and, today, only 6 women occupy this position in the total of the Spanish Stock Exchange.
Another of Korn Ferry’s notes is that the duration of the mandates of the Celebrities has shortened. Because, although the average time in 2024 was nine years, 41.5% of the total CEO of the bag had been in the late 2024 in the end of 2024.
89% of the new CEO chosen in 2024 are Spanishin a clear commitment to national talent, although 61% of the CEOs who joined those quoted last year had demonstrated experience developing projects in various countries. As for the first swords of other nationalities, they were 11% of those designated in 2024, figure above the average of the stock market, which is 9%.
The trend that also continued was to fish CEOs in foreign companies. 55.5% of the CEOs appointed last year came from an external firm, consolidating the 2023 tendency. In absolute terms, it is the year with the highest number of contracts (10 of 18 counselors) from other companies of the last six years.
But there were also those who rose from within. Specifically, eight of the new CEO contributed in 2024 corresponded to internal promotions, reflecting the support of their companies to internal talent and the deep knowledge of the business. In fact, 76% of the CEOs appointed by this road from 2019 to 2014 had been in your company in different positions of responsibility.
But that also combines that the percentage of new CEO that had developed his professional career In various companies it is the highest of the last six years61%. Although only 17% of them had been in front of a quoted company, most had occupied positions of responsibility and, on average, they had exercised three positions in executive committee for an average of 10 years.
However, 39% of the companies that have replaced its top manager have incorporated into its former CEO in the Board of Directors -whether as president or counselor -in a clear commitment to the stability of its leadership, “since the incoming CEO can rely on the outgoing experience in pursuit of a more effective transition,” the report is explained.
But there is life in the company beyond the top leaders, as you remember The country chair for Spain by Korn Ferry Spain, Iván Oterinoin the conclusions of the report. «Companies must pay special attention to intrinsic risks to their own organizations. The change strategy cannot be disconnected from people; Both must advance in parallel to guarantee the commitment and transformation of the organization. Working to build a cohesive corporate culture has become essential to cape the storm successfully. This culture is the invisible engine that ensures that the organization thrives in uncertain times such as those we live. Because the CEO is the captain, but everyone must feel that they are part of the same ship, ”he says.
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