“Target taps outsider as CEO for needed shakeup” was the headline in a fairly recent story in the Star News. The story interested me on a number of levels. My firm, EASI Consult, is in the talent management business. We help organizations figure out the requirements for a position, whether it be CEO, president or another high-level executive role. We then assess potential candidates through testing, interviews and other criteria. Finally, we tell the hiring team where a candidate will be strong and a good fit, and also where he or she may lack a capability and struggle.
The Target story also interested me as my firm knows several people in the Talent Management area at Target. I know the person who heads Talent Management at Pepsico. Brian Cornell, the new CEO at Target, left the position of CEO Pepsico America Foods. The Star News article went on to say that Cornell was the first outsider to be appointed at Target. Cornell replaced CEO Greg Steinhafel, who resigned after the data breach during the run-up to the holidays. Cornell also brings experience as a CEO at Sam’s Club, which is a plus in terms of understanding Target’s competition.
One area where my firm sometimes gets involved with an organization is in helping it articulate a plan or way forward. When a person takes on a new role, like Cornell, there is often talk about the first 100 days. A new CEO needs to be laser-focused in terms of his or her priorities. What the CEO is able to accomplish in that first 100 days will in large part set the tone for the rest of his or her tenure.
So what are the issues that Brian Cornell must address? Here are a few, according to the Star News and a July 31 USA Today article:
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