For eleven years, Booz & Company has analyzed data about CEO succession at major companies. For the world’s 2,500 largest public companies, they researched whether there was a “succession event” in 2008 and if so all kinds of information about the former CEO and the next CEO. A similar analysis about general counsel would be quite interesting, at least to devotees of departmental operations (you are reading one). Some of the findings, as published in strategy + bus., Issue 55, Summer 2009 at 61, point to what we don’t know but could collect and report (Corporate Counsel and InsideCounsel, are you listening?).
The average age of incoming general counsel (See my post of Nov. 28, 2005: average age of a group of in-house counsel was 48; April 18, 2005: average age of US in-house counsel; June 13, 2006: age differences and extroversion; and June 30, 2007: age differences and narcissism.).
The average age of outgoing general counsel (See my post of April 20, 2009: retirement of in-house lawyers with 8 references.).
The percentage of incoming general counsel who were previously a general counsel (See my post of May 11, 2008: examples of general counsel who held that position for several companies.).
The percentage of newly-appointed general counsel who were promoted from within or were auditioned (joined the company within three years of becoming CLO) as compared to came from a law firm or other employer.
General counsel tenure (See my post of Nov. 11, 2005 on tenure.).
The research could also show what percentage of general counsel moved to another position within the company (See my post of March 24, 2007: promoted general counsel with 8 references; and May 26, 2007: GCs report to former GC with 10 references.).