The C-Suite Exodus: CHROs’ Role in Addressing Executive Turnover

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THE C-SUITE EXODUS: HOW CHROs CAN COMBAT EXECUTIVE TURNOVER

C-suite turnover is reaching a breaking point. Burnout, shifting priorities, and mounting pressure are pushing executives to the edge – right into filing their resignation letters. And it’s up to HR leaders (specifically CHROs) to stop the bleeding.

A shocking Gartner study paints a bleak picture of C-suite retention:

📉 56% of CxOs (excluding CHROs) say they’re likely to leave their role within two years.
🤯 27% are looking to exit within the next six months.
📈 67% say they’re being asked to do more than ever before.

In an era where skills gaps are getting wider, executive leaders are heading toward retirement, and the leadership pipeline is getting smaller, it’s not just a turnover issue – it’s about the long-term stability of your company.

For HR and People leaders, the challenge is clear: How do you rethink C-suite hiring and retention strategies to build a stronger, more resilient leadership team?

Let’s break it down.

Inside this edition

• Why executives are leaving at alarming rates and what it means for your leadership pipeline

• Practical steps to create a culture that keeps top executives engaged

• How Apple built a leadership pipeline that sustained its vision beyond Steve Jobs

• Actionable strategies to measure leadership gaps and future-proof your C-suite

Plus: GenAI prompts to engage top executive talent and elevate your hiring strategy 🎁

🗞️ In case you missed it: Even more DEI rollbacks, economic uncertainty, and lingering questions about the legality of President Trump’s (...and Elon Musk’s…) powers dominated the headlines this week.

Continue reading to learn how to attract (and retain) a top tier C-suite team…

SPREAD FOR YOU
📢  HOW TO RECRUIT CXOs IN 2025

The rules of C-suite recruitment are being rewritten. Discover how leading organizations are revolutionizing their CxO hiring strategies.

The playbook for recruiting CxOs is evolving fast. The demands of executive candidates are shifting, AI is revolutionizing the hiring process, and competition for top talent has never been fiercer. If your organization isn’t proactively adjusting its approach, you’ll be left scrambling to fill leadership gaps.

What’s Changing?

🔍 CxOs are prioritizing impact and culture fit over compensation. Senior leaders want to work for companies that align with their values and give them the power to drive meaningful change.

🤖 AI is streamlining search but can’t replace human insight. While AI-driven talent mapping helps identify candidates faster, over-relying on automation risks eliminating high-potential leaders who don’t fit traditional molds.

🚀 Skills-first hiring is replacing title-driven recruitment. Past experience matters, but future-ready skills like digital acumen, adaptability, and strategic thinking are taking center stage.

Your Winning CXO Recruitment Strategy

Recruiting top executives in 2025 requires a strategic, forward-thinking approach that goes beyond traditional hiring tactics. With leadership expectations evolving and competition for top talent intensifying, organizations must rethink their executive search strategy to secure the best CxO talent. Continue reading to learn how to build a winning approach.

1) Expand Your Executive Talent Pool

In an era where C-suite turnover is rising and leadership pipelines are dwindling, it’s imperative to look beyond traditional talent pools. The best CxO may not come from the usual industry circles. 

To attract the right leaders, organizations should:

• Look beyond the usual candidates – Consider leaders from adjacent industries with transferable skills.

• Tap into passive talent – Many top executives aren’t actively looking but are open to the right opportunity. Create a headhunting strategy. 

• Develop a long-term pipeline – The best executive hires aren’t made in a rush. Develop relationships before a leadership gap appears to build and nurture a long-term pipeline of qualified leaders.

To find out where your leadership gaps are, consider conducting a future-forward leadership gap analysis. To start, assess your current business objectives and consider:

• Where is the company headed in the next 3-5 years? Example answer: Expanding into AI-driven products and global markets to increase market share by 30%.

• What leadership capabilities will be crucial to achieve those goals? Example answer: Leaders with AI expertise, global market expansion experience, and strong cross-functional collaboration skills.

• What challenges and disruptions could impact leadership needs? Example answer: Fast-evolving AI regulations, data privacy concerns, and high competition for top engineering talent.

Starting with a strong foundation will help you easily identify the areas that will either help or hinder reaching organizational goals, and help expand your talent pool to not only find qualified leaders, but leaders who are aligned with these objectives.

2) Elevate Your Employer Brand for Executive Candidates

CxOs aren’t just looking for a job – they want to lead a mission that aligns with their values, and the right value alignment can be even more important than traditional, standard benefits like compensation. 

So how do you stand out from the crowd and put your brand front and center to attract the right types of talent? Showcase your vision and leadership philosophy. Make it clear how a CxO role will play in this vision and how the organization exemplifies the philosophy throughout the organization, from the C-suite to individual contributors.

Kellogg provides a simple two-step process for starting to develop or refresh your leadership philosophy: 

Step One: What's the purpose of the enterprise?

• What do we stand for?

• Why does our success matter?

• What goals are most important?

• What defines success?

Step Two: What is the compelling outcome for us as an enterprise?

• How do all the stakeholders relate to the success?

• What’s the priority among stakeholders?

• What’s the meaning of work?

HR tip: Demonstrate your impact. Give concrete examples of how the work the organization is doing contributes to the mission to help candidates imagine their own impact within the role.

3) Strike the Right Balance Between AI & Human Touch

We all know the risks of over-relying on AI-powered hiring tools, but when you’re targeting executives, it can be even riskier. Executive recruitment requires a high-touch approach that AI simply can’t replicate.

But that doesn’t mean that you shouldn’t use it at all. Used right, AI can free up time to help you focus your efforts on a more high-touch, personalized strategy. For example, AI can be used for sourcing and screening to speed up candidate identification, allowing CHROs to curate personalized and more one-on-one interactions with board members and key stakeholders.

AI can be used as part of the candidate experience to tailor communication and messages to a candidate’s preferences. But it can’t replace human-to-human interactions and communication.

Below are a few generative AI prompts that can help enhance communication during the C-suite recruitment process, keeping the Kellogg framework in mind:

• Initial outreach: "Generate a compelling executive recruitment email tailored to a [C-suite role] with a focus on [company vision and leadership impact]. Make it personalized, mission-driven, and engaging. Ensure it communicates our core leadership philosophy: [Insert key themes from Step 1]."

• Follow-ups: "Draft a follow-up message for a C-suite candidate emphasizing alignment with our leadership values, including [specific company initiative or strategic goal]. Ensure the tone is executive-level and relationship-driven, reinforcing our purpose: [Insert key takeaways from Step 2]."

• Interview prep: "Create a set of behavioral interview questions to assess a [C-suite role] candidate’s leadership agility, strategic thinking, and cultural fit within an organization focused on [industry or mission]. Frame questions around our leadership philosophy, including how they define success and prioritize stakeholders." 

While finding the right executive talent is crucial, keeping them engaged and committed is an even bigger challenge. Let's explore proven retention strategies...

HR HURDLES
C-SUITE RETENTION: YOU CAUGHT THEM – HOW TO KEEP THEM

Executive retention has reached a crisis point. With burnout soaring and priorities shifting, organizations must rethink how they support and engage their C-suite leaders.

Retaining top leadership isn’t just about compensation. It’s about career growth, purpose, and long-term impact. Yet, many executives are walking out the door because they don’t see a clear path forward.

It gets worse: Executives are burned out, with 67% reporting they are asked to do more in their role, and 44% are stressed by their work responsibilities. 

That leads to significant turnover. According to Korn Ferry, around 11% of new CEOs exit their organizations just a year after appointment, and another 34% will depart by their third year. 

Gartner’s research laid out three key strategies CHROs can use to better engage and retain CxOs.

Become a Career Coach for the C-Suite

CHROs are uniquely positioned to guide CxOs through their career growth, leadership transitions, and succession planning.

Tailored coaching, mentorship opportunities, and alignment with business needs can all help meet the unique needs of a CxO. 

A proven coaching framework can help provide structured support for CxOs, such as the GROW model:

• Goal: Establishing a clear, measurable goal

• Reality: Assessing the current reality and the strengths and weaknesses associated with the current reality

• Options/Obstacles: Identify obstacles and determine the options to overcome them and achieve goals

Your way forward: Establishing a clear plan for the future to achieve short and long-term goals.

Build Trust and Strengthen CEO Relationships

Executive retention starts with alignment. CHROs must help CxOs build trust with the CEO by ensuring they first understand the CEO’s priorities and position themselves as key strategic partners. 

To help establish priorities, continue an action priority matrix, which has four categories:

1. Quick wins (high impact, low effort)

2. Major projects (high impact, high effort)

3. Fill-ins (low impact, low effort)

4. Thankless tasks (low impact, high effort)

The second key to a strong relationship with the C-suite is transparent, open communication. Engage in candid conversations to showcase expertise and reinforce their value.

This can also extend to the entire leadership team. According to Russell Reynolds, 1 in 3 C-suite leaders strongly doubt their team’s ability to work together effectively. Focusing on strong team-building and open communication can help align the entire C-suite and ensure that everyone is working toward shared goals and values.

Strategic leadership conversations can benefit from the I-We-It framework, which structures conversations through three points that can help merge individual goals with organizational goals:

• I: Focuses on the individual – i.e., the CHRO and the CxO’s individual growth and challenges

• We: Focuses on the interpersonal relationships, team alignment, and leadership culture

• It: Focuses on business strategy and larger organizational needs, including priorities, performance, and impact

Support Mental Health and Work-Life Balance

Executives often struggle with work-life balance but hesitate to talk about it. According to a 2022 report from Deloitte, 70% C-suite executives were considering leaving their role to find a more supportive workplace – compared to only 57% of employees.

CHROs should lead by example by:

• Encouraging open discussions about leadership burnout.

• Modeling healthy work-life balance practices that set the tone for the organization.

• Offering mental health resources tailored for senior leaders

While small changes may help, this isn’t always enough. Building a psychologically safe workplace can help improve well-being from the top. Timothy Clark’s 4 Stages of Psychological Safety model provides a framework for measuring psychological safety:

• Inclusion Safety: Members feel safe to belong in the team.

• Learner Safety: Members feel safe to learn, experiment, and ask for help without judgment.

• Contributor Safety: Members feel safe to contribute their ideas without fear of negative consequences.

• Challenger Safety: Members feel safe to challenge the status quo and propose new ideas.

While these strategies provide a framework for retention, let's examine how tech giant Apple created the gold standard blueprint for leadership development...

SUCCESS STORY
APPLE UNIVERSITY: THE GOLD-STANDARD IN C-SUITE LEADERSHIP DEVELOPMENT

How Apple’s innovative approach to leadership development created a blueprint for sustainable C-suite succession planning.

When Apple faced the inevitable challenge of leadership continuity after the passing of its iconic founder, Steve Jobs, they didn’t just develop a single successor – they built a leadership institution designed to sustain excellence for generations.

Rather than relying on traditional succession planning, Apple created Apple University, an internal executive education program that ensures Apple’s leadership philosophy, decision-making approach, and culture remain deeply embedded in its DNA.

More Than Training: Building a Leadership Legacy

Apple University isn’t just a corporate learning initiative – it’s a strategic leadership engine designed to develop future C-suite leaders who think and innovate like Steve Jobs.

Institutionalizing Leadership Development – Apple University was founded in 2008 under the guidance of Joel Podolny, former dean of Yale Business School, with the mission of teaching Apple’s executives how to think, lead, and innovate in line with the company’s core principles.

Case Study-Driven Learning – Unlike traditional leadership programs, Apple University immerses executives in real-world case studies based on Apple’s own strategic decisions, product development successes, and lessons from past failures.

A Curriculum Focused on Apple’s DNA – Courses like "What Makes Apple, Apple" are designed to ingrain leadership values such as design obsession, operational efficiency, and customer-centric innovation – principles that have driven Apple’s continued success.

The Impact of Apple University on C-Suite Development

Seamless Leadership Transition – When Tim Cook took over as CEO, he wasn’t stepping into the unknown. His years working under Jobs, combined with Apple University’s structured approach to leadership development, ensured continuity in decision-making, product strategy, and operational execution.

Market Growth & Innovation – Apple’s financial success post-Jobs speaks for itself. From 2011 to 2014, Apple’s brand valuation more than tripled, proving that a well-prepared leadership pipeline can sustain innovation and business momentum.

Executive Alignment & Strategic Thinking – Apple University helps ensure that all senior leaders—from VPs to C-suite executives—operate under a shared strategic vision, reducing silos and reinforcing a culture of collaboration, precision, and bold innovation.

Lessons from Apple University for Future-Focused Organizations

Apple University offers a blueprint for companies looking to build sustainable leadership pipelines:

🔹 Make leadership development a core strategy – Companies that invest in structured, high-level executive training build leaders who understand the organization’s long-term vision and can execute it effectively.

🔹 Use real-world decision-making exercises – The best leadership programs don’t just teach theory; they immerse leaders in real, high-stakes business scenarios that challenge their strategic thinking.

🔹 Ensure culture and values are part of leadership training – Succession planning isn’t just about preparing a replacement; it’s about ensuring future leaders embody the core principles that define a company’s success.

Apple University’s model proves that great companies don’t just develop leaders – they develop leaders who sustain their vision for the future.

Whether you’re an HR leader, a CHRO, or a CEO planning the next generation of executives, Apple University’s approach highlights one key takeaway: Leadership isn’t just about today – it’s about creating a system that keeps your company strong for decades to come. 

Apple University offers a blueprint for companies looking to build sustainable leadership pipelines – but what if HR professionals had their own version? That’s where our certificate programs come in. Continue reading to see how our summits can help you reach your leadership potential.

HR EVENTS
❤️ LEADERSHIP AND MANAGER DEVELOPMENT SUMMIT

Ready to transform your organization’s approach to leadership development? The upcoming Leadership & Manager Development Summit brings together HR’s brightest minds to share cutting-edge strategies and insights.

The need for strong leadership has never been greater. As organizations navigate rapid change, leadership and managerial excellence are crucial for sustained success.

Join us at the Leadership and Manager Development Summit (March 4-6, 2025) to explore the latest strategies and insights to develop high-impact leaders and managers.

Key topics include:

• Leadership agility and change management

• Emotional intelligence and team dynamics

• Succession planning and leadership continuity

• Coaching and mentoring for leadership growth

• Leveraging technology for leadership development

This free, online event brings together top HR leaders, industry experts, and innovators to equip you with actionable tools and strategies for leadership success.

Don’t miss out on this opportunity to elevate your leadership and managerial capabilities!

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