Succession Planning: Just Do It
Abstract
Early in my career, I specialized in corporate CEO succession planning as a consultant with the Hay Group. We would begin the process by determining where an organization stood in its life cycle—emerging, maintaining or harvesting—as each stage requires a different type of leader with different skills and abilities. Once we knew the current phase of the organization’s life cycle, we could create a model for the right type of leader to address the challenges of that phase. We assessed members of the senior management team to identify the internal candidate best suited to address those challenges. If no one matched the profile, we looked for outside candidates who did. That’s what you do when you have an organization with deep pockets.
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Copyright (c) 2011 Liz Dow (Author)
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