Trump picks Kelly for homeland security, the third general tapped for his administration.
With continued focus on fraud prevention in e-commerce, American Express Company (AXP) acquired Boston, MA-based mobile device authentication and intelligence solutions provider, InAuth, Inc.
Linda McMahon, a top Trump donor, is best-known for co-founding WWE.
Linda McMahon, a top Trump donor, is best-known for co-founding WWE.
WASHINGTON - U.S. President-elect Donald Trump plans to nominate professional wrestling magnate and former Senate candidate Linda McMahon as his choice to head the Small Business Administration, transition officials told Reuters on Wednesday. The announcement was expected later on Wednesday. McMahon, 68, is a co-founder and former CEO of the professional wrestling franchise WWE, which is based in Stamford, Connecticut. She ran unsuccessfully for a U.S. Senate seat in Connecticut in 2010. She was an early supporter of Trump’s presidential campaign. The SBA, which has at least one office in every U.S. state, provides support to small businesses such as extending loans and making sure they get a percentage of federal contracts. Trump’s announcement, a copy of which was seen by Reuters, said McMahon would be a key player in his effort to generate stronger job growth and roll back federal regulations. He said she had helped the WWE grow from a 13-person operation to a publicly traded global enterprise with more than 800 employees worldwide. Donald Trump is a WWE Hall of Fame member. “Linda has a tremendous background and is widely recognized as one of the country’s top female executives advising businesses around the globe,” Trump said in the announcement. McMahon said her goal as the SBA chief would be to promote small businesses and help them grow and thrive. “Our small businesses are the largest source of job creation in our country,” she said. (Reporting by Steve Holland; Editing by James Dalgleish) -- This feed and its contents are the property of The Huffington Post, and use is subject to our terms. It may be used for personal consumption, but may not be distributed on a website.
CHANGE: Trump taps Oklahoma attorney general to lead EPA. “President-elect Donald Trump plans to nominate Scott Pruitt, the Republican attorney general of Oklahoma and a frequent legal adversary to President Obama, to lead the Environmental Protection Agency (EPA), a transition official told The Hill. If confirmed by the Senate to oversee the 15,000-employee agency, Pruitt […]
Oklahoma Attorney General Scott Pruitt arrives at Trump Tower in New York, Wednesday, Dec. 7, 2016. (AP Photo/Andrew Harnik) President-elect Donald Trump just nominated Scott Pruitt, the Republican attorney general of Oklahoma and a former Senator, to run the U.S. Environmental Protection Agency. According to The New York Times, Pruitt is “a [...]
The transition also tapped Kevin Harrington for the team at the Commerce Department.
WASHINGTON (Reuters) - Donald Trump will pick an ardent opponent of President Barack Obama's measures to curb climate change as head of the Environmental Protection Agency, a Trump transition team source said on Wednesday, a choice that enraged green activists and cheered the oil industry.
In yet another controversial pick, according to Reuters, Trump has chose Oklahoma Attorney General Scott Pruitt to head up the Environmental Protection Agency. BREAKING: Trump to appoint Oklahoma Attorney General Pruitt as EPA head - transition team. https://t.co/P7Fz6s4ano — Reuters Top News (@Reuters) December 7, 2016 Pruitt has been a very outspoken critic of President Obama's EPA, has sued the agency on mulitple occassions and has also questioned "the degree and extent of global warming and its connection to the actions of mankind," having called the "debate … far from settled." According to the Environmental Defense Fund, Pruitt previously boasted that he “led the charge with repeated notices and subsequent lawsuits against the U.S. Environmental Protection Agency for their [sic] leadership’s activist agenda." Moreover, per Reuters, Pruitt led the charge for Oklahoma in restoring environmental regulatory oversight to the states and away for the agency he's slated to run. Pruitt was elected Oklahoma's attorney general in November 2010 and has focused on restoring more regulatory oversight to states and limiting federal regulations. As his state's top legal official, he sued the agency is he poised to lead multiple times, including a pending lawsuit to topple the EPA's Clean Power Plan, the centerpiece of Democratic President Barack Obama's climate change strategy. With that kind of record, we're sure this pick, like a couple others, will ruffle some feathers on the left. Other candidates thought to be in the running for the post included the following: * Jeff Holmstead, energy lawyer, former EPA official during George W. Bush administration* Robert Grady, venture capitalist, partner in private equity firm Gryphon Investors* Leslie Rutledge, Republican Arkansas attorney general* Carol Comer, commissioner of the Indiana Department of Environmental Management * * * Here is what we wrote yesterday on Trump's appointments made to date: President-elect Trump will have about 4,000 government positions to fill, including some of the most important posts in the US government. As CNN details below, cabinet positions require Senate confirmation, but other key posts are completely up to the discretion of the President. So far 9 of the 16 'big' ones have been named...
Five-year-old startup Appboy is tapping another cofounder to be its new CEO, with Bill Magnuson replacing Mark Ghermezian. The marketing tech company with 120+ employees tells FORBES why the move will help the company grow following its Series C funding.
NEW YORK/WASHINGTON (Reuters) - President-elect Donald Trump plans to nominate a third retired general for a top job in his new administration with the choice of a battle-hardened Marine commander to lead the agency set up after the Sept. 11, 2001 attacks to protect the U.S. homeland.
“The real bias of the press is not that it’s liberal. Its bias is a decided preference for the negative.”
President-elect Donald Trump has selected Terry Branstad, the long-serving Republican governor of Iowa, to serve as ambassador to China, a transition official confirmed Wednesday morning. Branstad has extensive ties to China and a personal friendship with Chinese President Xi Jinping. This is a developing story. It will be updated.
Perhaps no single factor has a greater impact on a company’s future — for better or worse — than the selection of a new CEO. Choosing a CEO is a high-stakes proposition, arguably the most important decision a board can make. While some situations demand outside successors — such as a turnaround or a discontinuous shift in the industry and strategy – we believe that internal candidates remain the future CEOs-of-choice. And keeping pace with innovation in an increasingly complex, continually morphing business environment requires a new sort of leader — one who can build complex social networks and tap the “latent innovation” of the organization and its business partners. Not surprisingly, the edge often goes to someone who is a known quantity, who is respected by the organization and the larger ecosystem in which it operates. Insight Center The 21st-Century CEO Sponsored by Cognizant Leadership is changing — fast. How can a board go about finding a new CEO who’s equipped to deal with 21st-century challenges? Below we share what we consider the seven defining tenets of a “gold standard” succession process: 1. Align the board on future CEO profiles that are driven by business strategy. Start well in advance of a planned succession by engaging the board in a strategic alignment process to define short- and long-term business priorities. Then link strategic priorities to the experiences, competencies, and personal traits required in the next CEO. Fold all this into a CEO Success Profile to be used as a blueprint for evaluating internal and external CEO candidates. 2. Assess candidates against industry benchmarks, valid indicators of executive potential, and the CEO profiles you’ve developed. Acquire an accurate, unfiltered, multi-dimensional view of candidates’ strengths and weaknesses in a mix that includes quantitative assessments that can evaluate not only relevant competencies and experiences but beneath-the-surface personal traits and drivers that will align with success. 3. Think 2-to-3 CEO moves ahead; don’t just seek to replace the incumbent. CEO succession is an ongoing process designed to develop the talent pipeline — not an isolated event. Companies should develop a dual focus that includes both preparing capable near-and mid-term leaders and identifying those deeper down in the organization who possess future leadership potential. 4. “Cross train” generations of CEO successors with a mix of on-the-job training, intensive coaching, mentoring, and education. Once you’ve gone deeper to find not merely a replacement CEO, but generations of successors with the potential to serve as future CEOs, help that potential blossom with individually tailored development plans geared to both individuals’ needs and what the organization will require in a future leader. As potential successors become real contenders for the role, the focus should be on identifying areas to accelerate growth and close critical gaps. 5. Become intimately familiar with the bench and their potential. There should be 7 potential CEOs in your company across several generations. Do you know who they are? In addition to enabling future CEOs to develop their potential, these individuals should gain regular exposure to the board in both formal and informal settings so directors can continue to assess their potential as possible future CEOs. Once an individual is in the running for CEO, the board will need to know more: What is this person like under pressure? How does this impact his or her leadership? Does he or she possess the agility and courage required to make difficult choices? Insight into leadership traits and motivations of a leader are as important as an individual’s experiences and proven track record. 6. Keep CEO succession as a standing board agenda item since it ensures a multi-layered, multi-generational process. CEO succession is an ongoing, “evergreen” process that continues, even immediately after the appointment of a new CEO. As potential leaders emerge from a few layers down, the board should be kept apprised of development plans so it can be assured that the organization’s future leadership needs can be met. 7. Ensure that your talent management and development planning is linked to your longer-term business strategy. During both regular board meetings and at intensive off-sites, many companies now link strategy sessions and talent development sessions to ensure that any shifts in the strategy will inform what will be required of future leaders. Since an array of possible “futures” need to be planned for, corresponding different leadership profiles should be planned for as well. Growing and maintaining a leadership cadre of this caliber requires a commitment on the part of companies and their boards and an investment over time. Internal succession candidates don’t spring up fully formed overnight. Capable successors are the product of years of planning, mentoring, and guidance — ideally as much as five years ahead of a planned transition — to ensure that they acquire the skills and experience they will need and that their hardwiring relative to their internal traits and drivers has a chance to emerge before they take the helm as CEO. This is an investment that will be paid back many times over, as it enables companies to continually strengthen the leadership needed to deliver strategic priorities for high performance, while simultaneously developing next generations of leaders for an ever-changing world. Taking this approach also enables an organization to be the sort of place top talent vies for because it an attractive place for personal development and career growth. Last but not least, almost nothing is more tightly aligned with protecting shareholder value than meeting this “CEO succession gold standard,” as it assures the probability that the right leaders will be in place to deliver sustainable, successful results.
We issued an updated research report on Universal Forest Products Inc. (UFPI) on Dec 6, 2016.