By Roderick C. McGeary, Cisco Board Member and Chair, Compensation and Management Development Committee, and Francine Katsoudas, Senior Vice President and Chief Human Resources Officer

Cisco CEO John Chambers has consistently said that the next time we would talk about CEO succession would be when a successor is announced. Today is that day, and we are proud that Chuck Robbins has been appointed Cisco’s next CEO.
Over the past 16 months, Cisco’s Compensation and Management Development Committee and Board of Directors have been focused on the succession process for one of the most dynamic, respected, and longest-tenured CEOs in the tech industry.
For almost a decade, we have led robust succession planning and leadership planning for all of our critical roles. And, as a result, since John Chambers has been CEO, we’ve managed numerous successions seamlessly, including our CFO transition last fall.
The board initiated the formal CEO succession process in January, 2014, knowing that the transition would occur at some point in the following couple of years. Early in this process, we adopted five key principles to guide our approach and decisions:
- Execute a transition that is thorough, strategic, well managed and, in hindsight, highly successful.
- Establish clear criteria that will define a successful CEO for the next decade and beyond.
- Assess and develop the leaders who will play key roles during the CEO transition and beyond.
- Lead a highly confidential process that minimizes the distractions to the business and is fair and respectful to all candidates.
- Given the speed of disruption in our industry, select a candidate who can both execute in the short term as well as drive a dynamic vision and strategy for the next decade.
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