They’re about chemistry ⚠️
Let’s be honest:
When a new CEO steps in, the #CHRO is often one of the first roles they reassess—not because the incumbent isn’t good…
...but because trust, alignment, and partnership suddenly matter more than ever
And the data from Russell Reynolds Associates backs it up:
📊 CHRO appointments rose by 25% in 2025
📊 60% of all new CHROs are first-timers
📊 45% are internal promotions
At first glance, this looks like positive momentum
But here’s the part most organisations are missing:
👉🏼 We’re putting more first-time CHROs into one of the most complex, exposed, and politically sensitive roles in the organisation…
👉🏼 At a time when the CHRO mandate is expanding rapidly (AI, transformation, culture, workforce reinvention)…
👉🏼 And we’re still underinvesting in how they transition into the role.
That’s not a talent strategy
That’s a risk strategy—whether intentional or not
Because the CHRO role today is no longer just about HR
It’s about:
🔹 Shaping enterprise-wide transformation
🔹 Influencing the CEO and the board
🔹 Navigating power, politics, and competing agendas
🔹 Rewiring culture at scale
And yet…
Most first-time CHROs are expected to “figure it out” as they go.
Here’s the uncomfortable truth:
👉🏼 Internal promotions may accelerate cultural continuity
👉🏼 But they also amplify blind spots and legacy patterns
👉🏼 And without deliberate transition support, even the strongest leaders can stall early
At the same time, tenure trends tell another story:
📉 In tech and consumer sectors, CHRO tenure is shrinking
📈 In financial services and industrials, it’s increasing
Why?
Because context is everything
The more disruption a business faces, the less margin for a slow or misaligned transition
This is where organisations need to shift their thinking:
💡 The question is no longer:
“Do we have the right CHRO?”
It’s this:
👉🏼 “Are we setting our CHRO up to succeed in the first 12–18 months?”
Because that’s where:
1. Credibility is built (or lost)
2. CEO partnership is defined
3. Enterprise influence is established
And ultimately…
...where the trajectory of the role is set
If we continue to treat CHRO transitions as an event rather than a process,
we shouldn’t be surprised by the outcomes
📣 But don't take my word for it. Take it from a CHRO client of mine:
💬 „Navid & I covered a lot of ground during our coaching engagement. As a result, I feel motivated and I‘ve got a much clearer picture in my mind around which areas to tackle and the right interventions to do that. When working together, I had a fair number of lightbulb moments and the coaching has helped me to debunk some unproductive thinking too.“
#CHROTransitions #CPO #CPOTransitions
About Navid Nazemian
Ranked as the world’s #1 Executive Coach by CEO Today for the third year running, I partner with senior leaders to navigate complexity, accelerate performance, and lead through critical transitions. Over the past two decades, I’ve supported hundreds of executives in overcoming unproductive thinking and solving their most complex leadership challenges—helping their organizations build world-class cultures and create lasting value.
If you’d like to reflect on a leadership challenge, an upcoming transition, or how I might support you, you’re very welcome to reply directly to this email.
You can also:
- Connect with me on LinkedIn for additional leadership insights
- Explore my international best-selling book ‚Mastering Executive Transitions: The Definitive Guide‘ described by Dr. Marshall Goldsmith as “THE ultimate guide to executive transitions to help leaders achieve their highest potential”
- Leave a review for my book here
What's Next? More insights on leadership, transitions, and executive effectiveness are coming your way next week. I’d genuinely value your perspective—feel free to share your reflections by replying to this email. I read every response.
Navid
