Maya Lange – Vice President of Global Marketing

Destination BC has a new Vice President of Global Marketing.

To view the whole article from the Destination BC website, please click here.

VANCOUVER –After an extensive search, Destination BC is pleased to welcome Maya Lange as its new Vice President of Global Marketing, announced CEO Marsha Walden today.

Ms. Lange has a proven track record of managing strong brands on the local, national and world stage. Since 2009, she served as Vice President with Grey Advertising, a global advertising agency. During her eight years at Grey, in their Toronto and Vancouver offices, she led programs on numerous new and established brands such as YVR, Cadillac Fairview, TransLink, WirelessWave, the Canadian Cancer Society and VANOC.

Prior to joining Grey, Ms. Lange worked for several years with Mondus in Germany and France on direct and database marketing. After Europe, she moved to Toronto to join Digital Cement, where she led the Kraft Foods North American Customer Relationship Marketing loyalty program, for over four million U.S. and Canadian consumers.

Ms. Lange brings to Destination BC a wealth of experience in digital media, social media, customer relationship marketing, database marketing and mass communications including TV, radio and print. Her education background includes an MBA from the prestigious Rotman School of Management at the University of Toronto.

Ms. Lange speaks four languages and resides in beautiful English Bay with her family. She will officially join Destination BC on October 20, 2014.

PFM Annual Economic Outlook Breakfast (Vancouver)

Last Wednesday we were happy to have gotten together with a group of 200 of our closest friends, business partners, clients and candidates at our Annual PFM Economic Outlook Breakfast (Vancouver) with Special Guest Speaker Jock Finlayson. Jock regaled the crowd with the Economic situation of Canada and the world and incorporated a bit of his dry humour to keep us engaged.

It was a wonderful event and we look forward to seeing you all next year!

The PFM Economic Outlook (#PFMOutlook) is a invitation only networking and information session held in the fall in Vancouver and winter in Victoria. To learn more about the event or if you would like to attend please contact

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Panorama Partners meet with new AESC President

Panorama Partners from San Francisco, Nashville and Vancouver meeting with the new, incoming President, Karen Greenbaum who will be taking up her duties of managing the global executive search industry association at the end of October.  The AESC Americas Meeting dealt with trends in executive search and innovations in the recruitment of senior executives.



Association of Executive Search (AESC) Regional Conference

George is currently attending the Association of Executive Search (AESC) Regional Conference in San Francisco and had the pleasure of speaking with AESC President, Peter Felix.  Peter is retiring after more than 10-years of leading the industry association which is based in New York City.

George had worked with Peter previously on the Global AESC Board and also on the Americas Council. I was chatting with Peter to the start of the North America Regional Meeting in San Francisco where executive search best practices are being discussed.  Peter retires this December and Karen Greenbaum has been selected as the new AESC President.  Let me know if you have any questions.  I will try to get a shot with the incoming President.



The CEO Compensation Conundrum: What is Reasonable and Equitable?

Article written by Panorama Partner John Ferneborg, Jr. (The Ferneborg Group) –

Since we do most of our recruiting work for chief executives, senior vice presidents, and vice presidents, we spend a lot of time working with clients developing executive compensation packages. The challenge with senior executive compensation is that you want to create a package that is competitive and attractive, but that also includes performance incentives and room for added rewards, based on success.

There is no question that executive compensation has become a touchy subject for public companies in recent years. The Economic Policy Institute reports that from 1978 to 2013, CEO compensation increased 937 percent; more than double the stock market growth. The AFL-CIO has been keeping track of the “pay gap” and calculates that the CEO-to-average worker ratio for CEOs has jumped from 46:1 in 1983 to 331:1 in 2013. Another way to look at it is for every dollar in salary the average worker earns, the CEO takes home $331. Among the Standard and Poors 500, J.C. Penney was the biggest offender, paying ill-fated former CEO Ron Johnson 1,795:1. Agilent had the lowest CEO compensation among the S&P 500 at 173:1.

To rein in galloping compensation packages, the Security and Exchange Commission has proposed an addendum to the Dodd-Frank Act. Section 952(b) would require companies to disclose the median of the annual total compensation for all employees, and the ratio of that median to the total annual compensation for the CEO. If they are approved, any such changes wouldn’t go into effect until 2015.

Company directors are making more of an effort to develop CEO compensation packages based on performance. There is a marked shift away from solely rewarding chief executives with salaries and stock options. Increasingly the trend is to tie compensation to financial performance or stock performance, and companies have to hit their goals in order to get paid. More companies are bowing to pressure from shareholders to tie executive compensation to performance.

Surprisingly, a new study from the Social Science Research Institute reveals that the more CEOs are paid, the worse the company’s performance. Scholars from the University of Cambridge, Purdue University, and the University of Cambridge studied 1,500 companies with the biggest market caps and examined CEO pay and company performance in three year increments from 1994 to 2013. The findings were that the 150 companies with the highest paid CEOs showed the worst financial performance. The researchers concluded that the cause was overconfidence on the part of the chief executives: “They ignore dis-confirming information and just think that they’re right.”

So while it would seem logical that loading CEO compensation with stock options to make sure they have “skin in the game,” the research shows that stock options are a poor motivator for CEO performance. Corporate stock price can fluctuate for any number of reasons, many times having little to do with the chief executive’s direct performance. However, basing salary on a ratio, i.e. CEO wage versus median worker wage, offers a better metric that could benefit everyone. If the company’s financial performance improves, then salaries go up across the board and everyone wins.