Abstract
Succession planning is a process in an organization to determine the critical positions essential for leadership, sustainability and developing a plan of action for people to assume those roles [1]. It is important to understand an organization’s culture and philosophy regarding leadership and success when understanding succession planning. Many organizations don’t consider succession planning until someone dies, retires or leaves a position [2]. Most often the organization is then is in a crisis situation, which can lead to poor decision-making, as well as exhibiting a lack of confidence to internal and external constituents [2]. Leaders of exemplary organizations invest in knowledge of the entire organization. This paper presents concepts and recommendations related to implementing succession planning in organizations, as well as issues and roadblocks.
Sign-in/Register to access full text options 
Free) 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a call
