executive retention

The combination of the intrinsic and speculative aspect of a company's value is the market price which is considered a lag indicator of performance and culture. Soros theories of reflexivity outline these principles clearly. What drives performance of a company is the collective aspirations of those engaged in a companies endeavours to achieve and succeed. The CEO of any organisation reflects the cultural aspirations of his/her board. I ponder the rationale of the board and their fearless CEO who communicates directly with them, about the impact of the recurrent terminations/resignations of senior, legal, finance,operations and management executive as well board members within this group and cogitate what value creating culture they have established. I am concerned as to why the current CFO still holds office despite his imminent replacement 6 months ago, while those around him fall, assuming in litigious environs. How much reputational damage must be incurred by this mid tier, until they succumbs to the mediocrity of new recuits in a competitive labour market and economy. Still the old fashioned CEO prevails as market sensitive timeless slide by without control. The board must realise a leadership change is required immediately to restore this company's performance and culture in order to re-establish a repectful lag indicator. Or is the board paralysed with conflict?