New CEO Mark McLaughlin resisted board pressure for a quick IPO, arguing that going public is a starting line, not a finish line. He first focused on hiring key leaders and building scalable systems to ensure the company could operate successfully in the public markets, not just survive the IPO event.

PE sponsors can accelerate value creation by telling new CEOs that some new executive hires are expected to fail. This pre-approval removes the CEO's fear of appearing to have failed themselves, encouraging them to make necessary talent changes faster and more decisively.

When an executive leaves, the CEO should step in to run their department directly. This provides invaluable operational context for hiring a replacement and empowers the CEO to make necessary but difficult changes (org structure, personnel) that a new hire would hesitate to implement.

During a major crisis, a leader cannot rely on team consensus because everyone is still aligned with the old, now-invalid strategy. The CEO must dictate the new direction and be willing to be inconsistent to reset the organization quickly.

A new CEO’s first few months are best spent gathering unfiltered information directly from employees and customers across the business. Avoid the trap of sitting in an office listening to prepared presentations. Instead, actively listen in the field, then act decisively based on those firsthand insights.

To avoid repeating its prior chaotic CEO succession, Disney orchestrated a highly public and well-managed 'bake-off' between internal candidates. This telegraphed process, overseen by an external chairman famed for succession planning, stabilized the company and provides a model for other large corporations.

Even with full board support, a successor CEO may lack the intrinsic 'moral authority' to make drastic 'burn the boats' decisions. This courage is harder to summon without the deep-seated capital a founder naturally possesses, making company-altering transformation more challenging for an outsider.

A significant failure can be the necessary catalyst for crucial strategic changes, such as hiring key talent or overhauling planning. This externally forced reflection breaks through the leadership hubris that often causes leaders to wrongly believe enthusiasm alone is a strategy.

Nikesh Arora credits his hiring as an outside, non-expert CEO to having risk-taking VCs on the nomination committee. He argues that typical public boards optimize for safety, leading to "market return" hires. VCs introduce a higher risk appetite, enabling transformative leadership appointments.