. . .  

It seems that an appropriate package for a leaving C level manager would be
x stock options * y years service with a discount value of the market price
on their hire date. 

-j


Agree, really truly there are almost no positive growth oriented structural execution changes to R&D, Sales, Marketing etc. that a CEO can make that don't take at least 3-5 years to actually PRODUCE results.   Now the market can hear about the CEO pulling on some levers to 'make the right thing happen' and immediately boost the stock price in anticipation of future growth BUT should the CEO be rewarded for spinning a good story to the markets?   No, really no Cxx level folks shouldn't  get much VESTED equity or bonus until 2 years or more out. 

This would also greatly change the issues around succession and abdications.

When a Cxx person leaves the severance should have a large component tied to the next 1-5 years performance; options vesting or trust accounts etc.   THEN we'll see who is really good at organic and sound growth AND who can build a lasting performance oriented organization vs. the run of the mill folks who are lucky enough to run things OK during a rising tide or even worse (Enron-like) leave with a big bonus in cash before the train wreck occurs. 

Jim 
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