UBS has lost its CEO, Peter Wuffli; though his ally, chairman Marcel Ospel, wanted to step down in his favour, the board said no. So Ospel (who's 54) is staying at his desk for another three years, deputy CEO Marcel Rohner has been moved up to CEO, and Wuffli has left.
Felix Salmon is dissatisfied:
There are three big questions here. Firstly, if UBS has "systematic management succession planning," what on earth is the CEO doing relinquishing all his duties overnight in what is clearly a surprise announcement?
Secondly, if the board of directors holds its chairman in so little regard that it is happy to overrule him on something as big as this, why do they want him to serve for another three-year term?
And thirdly, is firing a 49-year-old CEO really the best way to "institute generational change"?
Answers: first, UBS did have a systematic succession plan (Ospel out, Wuffli up); the board just didn't like it. Second, good question. Obviously Ospel has redeeming qualities - for one, clearly, the ability to knuckle under and do what the board tells him rather than resigning. Third... well, third isn't too important - Rohner is 42 years old. Does that count as a generational shift? More important is the ultimate successor for Ospel. He'll be at least 57 at the end of his next term; if Rohner moves up, that'll be a real shift.
The unanswered question is: Ospel made his succession/retirement proposal a year ago, and the board's only just turned it down. What's happened in that time to make Wuffli suddenly less appealling? The best candidate is the Dillon Read Capital Management failure. Salmon says this doesn't seem enough to fire Wuffli - and I tentatively agree - but the board could well see it as reason enough not to promote him. And Wuffli would then have had little option but to resign. Up or out.
Ironic, really. Ospel, who wanted to leave, is browbeaten into staying; Wuffli, who wanted to stay, is given the push. There is a literary precedent...