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If your business has changed, it could be time to consider going beyond your comfort zone, challenging the status quo, and changing your executive compensation program design and practices.; The core responsibility of designing compensation plans that attract, retain and motivate the right CEO and his/her executive team requires new levels of creativity and flexibility — more customization to each organization’s unique circumstances than ever before.

Workspan Daily article;Certified Benefits Professional , certification;Retirement Plans: Design Considerations and Administration , course; The U.S.

Of course, all of these are very important in theory but not always helpful in practice when you’re designing career frameworks, skills or competency pathways , or debating pay progression and reward models.

Interim Leaders Bring Critical Pay Decisions , Workspan Daily article;An Innovative, Best-Fit Approach to Design Executive Comp Programs , Workspan Daily article;Competing for Executive Talent When Equity Vehicles Aren’t an Option , Workspan Daily article;Executive Compensation Immersion Program , course; Picture this: During a discussion about leadership succession with your board’s compensation and HR committee, your CEO mentions that she plans to retire in about three years.

“We also expect sponsors to expand their perspective around flexibility and choice to determine how best to tailor a groundbreaking new employee choice design to meet their particular needs.”

Design win selling occurs during the product design cycle prior to the actual manufacture and purchase by the original equipment manufacturer (OEM) customer.

Our sales compensation team needs visibility to those changes not only for alignment with the globally driven changes, but to allow sufficient runway for analysis and solution design based on sound sales compensation design principles.

But when an organization wants to design a new compensation program and seeks information on “best design practices,” the benchmarking process becomes more difficult.

Their approach quantifies how intentional, lifecycle-focused rewards design drives retention, innovation and loyalty.

By leveraging this approach, companies can simplify the job design and sales compensation update process, as well as determine whether each unique job is appropriately categorized to improve plan alignment.