Introduction to Leadership Succession and Sustainability

Succession planning is the process of identifying and developing potential future leaders and senior managers, as well as individuals, to fill business-critical roles. The aim is to be able to fill key roles effectively if a current post holder leaves the organization. Succession planning programmes typically include practical, tailored work experience relevant for future roles.

Read: Succession Planning Factsheet

Succession planning in companies covers many areas, but typically it’s discussed in terms of replacing key employees as well as how to transfer the reins of the company from one leader to the next. Succession planning can include training employees to move up the corporate ladder and assume leadership positions. From a risk management perspective, it can also address who will replace key employees in the event of a planned or unplanned departure.

Read: Business Continuity and Disaster Recovery Planning for IT professionals

Succession planning means the process whereby an organization identifies key in-house personnel with a potential to take up a top leadership position and developing them with the hope that they will undertake such roles as they become available. The idea behind any succession plan is to make leadership transition as the business grows, changes and develops to be very smooth.

Read: Succession Planning Definition

Leadership Succession & Sustainability Toolkit

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Moving Beyond the Conflict

April 12th, 2021|0 Comments

Conflict hurts, and people respond to pain in three stages: “Denial” – In this stage, people deny they have a problem. They try to maintain the status quo. They are not ready to negotiate, and [...]

The Social Style Model

April 12th, 2021|0 Comments

Different social or communication styles cause interpersonal problems, especially because these styles are deeply rooted in personality and culture. Communication styles have two dimensions: Assertiveness – “Ask-assertive” people are indirect about getting what they want, [...]

The Dimensions of Conflict

April 12th, 2021|0 Comments

People come into conflict over the way they think, feel and act. Each dimension responds to these different techniques: Address clashes about ideas by introducing new data, reinterpreting existing data or reframing the information. Address [...]

The Dynamics of Trust

April 12th, 2021|0 Comments

“Trust” means “having positive expectations about another’s motives and intentions,” in the face of “potential risk.” When people are hurt or in conflict, they do not trust one another; yet trust is necessary for conflict [...]

Interests, Rights, and Power

April 12th, 2021|0 Comments

Interests, Rights, and Power is a model not of conflicts themselves, but of conflict-resolution processes, which the model categorizes into three types: Interest-based processes – These focus on the needs and wants of the parties [...]

The Boundary Model 

April 12th, 2021|0 Comments

Boundaries can be physical, behavioral, or social. They share four characteristics: They define standards of behavior – A highway speed limit establishes a behavior to which all drivers must conform. They have legitimacy – A [...]

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