A Challenge Called Succession Planning (posted by Oliver Nyumbu)
Posted by Oliver Nyumbu
April 4th, 2007
I was impressed by Jane a Chief Executive with whom I spoke recently. She expressed clear concern that none of the top managers (Directors) in her company could identify a single person who would be able to replace them.
Jane’s concern did not end there – she wanted to be reassured that tier three managers would also be able to identify viable successors in the event of their departure or a crisis. This amazing Chief Executive has decided this is going to be one of the main measures by which she judges the performance of her top people.
With an increasingly clear idea of what she wants to achieve, I feel confident Jane will achieve her succession planning aspirations. What a challenge for the rest of us? How is this handled in your organisation? What good examples have you observed or heard about?
May 19th, 2007 at 9:45 am
It’s a wonder she does not fire them all! What a group of pompous asses.
Back in the day when was I managing a large department, I always looked down the road for someone who take over on short order. I never feared for my own position. I had enough selfconfidence to know that I did a good job and would not be unseated by a subordinate until I allowed it to happen. In fact, many of my proteges went to promotions in other groups.
What have these so-called directors become? The better question is what kind of people are they..