Begin with a deep understanding of your board’s capabilities and dynamics and what it needs to do in order to better support the organization.

A strong labor market can create pay compression, underscoring the need for proactive pay-equity reviews and agile compensation strategies to keep organizations competitive.

Timely data from 278 companies on how they are approaching STI communication in a time of business uncertainty.

S1 Ep5: When the goal is long-term value creation, does it ever make sense to introduce a non-financial metric?

A well-structured total compensation framework balances performance motivation, market relevance, and retention considerations.

Official feedback and suggestions on potential executive compensation disclosure changes based on the experiences of our consultants and clients.

S1 Ep4: A conversation on relative metrics, and the merits of correlation analysis to understand if your pay program is aligned to long-term value creation.

S1 Ep3: The pros and cons of several creative ideas that can take the sting out of current long-term incentive plan design challenges.

In today's competitive landscape, sustaining performance and retaining top executives is critical for institutional success.

When governed with the same rigor as financial oversight or risk management, innovation can be a core lever of long-term value creation.

S1 Ep 2: How to smooth out potential tension between the board and management around rigor of the annual incentive plan targets.

Before any market analysis takes place, the approach to developing a peer group should be rooted in a deliberate and philosophy-based manner.