What are the positive ways to handle the succession decision? Look at the assignment. In this institution, what is going to be the biggest challenge over the next few years? Then look at the people and their performance. Match the need against proven performance. ((Drucker, Peter F. “The Daily Drucker.” HarperCollins, 2004. Page122))
What’s more important in succession planning? Is it the identification of the right talent to target growth for? Or is it the definition of strategy? If you simply define the top and senior talent without looking at the long term strategies and who is the best match, you’ll only have a great leader who may not be aligned with the business as well as another may have been.
Consider the organization’s long term strategies as you define your pool of succession candidates. Part of the growth curve for high potentials that don’t have exposure to certain strategies is to get it for them in the upcoming years.
