CEO Succession: Does Your Company Have a Clue?

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  lulufanch06/13/08 Report as spam
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  Succession Planning

  Having spent the last three years or more researching the succession planning process as an "insider-outsider" / qualitative researcher, I have found that the process is so secretive that the only way it can be truly understood so that it can be changed in large, mature organizations is to understand the cultural relevance of leadership development in situ, check-points, significance of rituals like mandatory relocations or functional rotations within certain geographic locations or certain functions. What I found is that succession planning could not even be defined as such. Participants in my study were confused when asked how it was different from promotion and career development. They had more to say about how it occurs (which they learn by osmosis/observing behavior) and what should occur than why it occurs the way that it does. "Why" they do it the way that they do it is because "we've always done it that way." Until these subconscious basic assumptions are revealed and dealt with, they are stymied by lengthy, outdated selection, slow promotion, outdated development which worked once upon a time but are no longer legitimate for the future. Lastly, the purpose of succession planning was to introduce a new term which would hopefully speak to the masses (especially the talent) that "yes, we do have a plan for you so hang in there." It's not really a fuzzy, mystical process of which only a few understand. It's real and it's tangible and it has your best interest as well as the company's best interest at hand. We just can't tell you what it is.
  
  Lori Fancher, PhD
  C2C Consulting, LLC
  770-402-9976

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  Miss Kay04/30/09 Report as spam
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  RE: CEO Succession: Does Your Company Have a Clue?

  im looking for a succession plan and a talent management plan please

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  Miss Kay04/30/09 Report as spam
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  RE: CEO Succession: Does Your Company Have a Clue?

  i am a student and im currently doing my internship and would like to know if anyone can you can show me your succession and/or talent management plan.