The Outcome Of A Good Succession Planning Essay

1594 WordsOct 27, 20157 Pages
As leaders of organizations retire, decide to change career paths or suddenly become incapacitated, their positions must be assumed by other similarly qualified persons. These may be chosen within the ranks of the company or hired from the outside. Whatever form this may take, it would be assumed that certain criteria and conditions form the basis for choice of a successor. Describing the different pathways that can be chosen to ensure attain this objective, succession planning is defined as the deliberate application of mentoring, coaching and grooming of individuals with identified potentials, in helping the organization achieve its goals, as they advance their careers (Carriere, Muise, Cummings, & Newburn-Cook, 2009). The outcome of a good succession planning process would therefore mean that an organization would is likely to sustain retain its strategic orientation and be profitable. The outcome of poor succession planning however, most often results in poor performance, a high leadership turnover and overall organizational instability (Charam, 2005). Below, the challenges inherent in determining which individuals should be promoted in the company, as well as the factors to be considered when selecting candidates for leadership succession are presented. Also, the main pillars of a growth-focused succession planning process, the assessment types that could be used for the selection process, and best practices that would ascertain quality are addressed. Inherent
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