Thompson, chairman of the Chief Executive Alliance and recognized as a leading CEO coach, and Loflin, Nasdaq’s Global Head of Board Advisory, engaged in a discussion highlighting current leadership challenges from executive and board perspectives. Their conversation, featured in Fortune, explored the complexities of leadership during tumultuous times, referencing the notion of the burdens associated with leadership.
Thompson emphasized that transitioning into senior leadership roles involves significant learning and skill development, as the stakes are exceptionally high. A recent study indicated that CEO turnover is on the rise, with a reported 12% increase in departures in 2025. This trend underscores mounting pressures on CEOs, particularly as board members shift from informal relationships with executives to more performance-driven dynamics.
Leaders are now expected to embody traits of a “peacetime in a wartime CEO,” balancing nurturing company culture with the need for innovation and disruption. Successful executives not only need to understand their organization’s financial landscapes but also connect deeply with various stakeholders, including employees and customers.
The demands on CEOs can foster feelings of isolation, with many feeling caught between the expectations of their boards and the realities of their organizations. Maintaining genuine relationships is essential, according to Loflin, who introduced the term “relationology,” stressing the importance of building trust and understanding within leadership teams.
For both men, effective leadership combines hubris and humility. Leaders must be confident yet aware of their limitations, continually striving for personal and professional growth. They advocated for a shift towards a more empathetic corporate culture, where fostering genuine connections can prevent avoidable crises.
Why this story matters: Reflects current challenges faced by corporate leaders and boards amid rising CEO turnover.
Key takeaway: Effective leadership requires balancing confidence with humility while fostering deep, trusting relationships within organizations.
Opposing viewpoint: A more results-driven approach may downplay the importance of personal relationships in leadership effectiveness.
