Succession Planning in Government Organizations

Study the Case of Egypt
Osama Kamal, Member
I invite every expert to check what happens in Egypt: most of the working managers in all government authorities and ministries are reluctant to execute all missions.
They belong to an old regime where they have financial gains, so they resist the present one, after people's revolution.
They use any managerial tool adversely to let the new system fail. Now it is a debate between management tools and ethics. Do management have ethics?

Managers Have Ethics
Jaap de Jonge, Editor
@Osama Kamal: Of course managers have ethics, at least they should have and good ones do.
It's no coincidence we have "Business Ethics and Responsibility" as one of the 12manage disciplines at 12manage...
I agree with you that the current situation in Egypt is a good example of the argument of Mr. Khator that it's crucial to have a succession plan for leaders. Clearly there was no such plan for former Egyptian President Hosni Mubarak due to the revolutionary ending of his office at February 11th, 2011.

Succession Planning in Government Needs Monitoring
John T Njovu, Member
If there is a succession plan, then there should be monitoring tools in place to see that it is implemented. The technocrats may ignore the plan if they know that there is no one to hold them accountable for not implementing the plan.
In Zambia we have a Manpower Planning Division in government. Under the former ruling party, United Independence Party, Zambia had a centralised socialist planning system for manpower. Looks like their planning was not very good as after Dr. Kenneth Kaunda was voted out of power, the socialist planning system was discarded. Many of the state controlled companies folded up. Dr Kaunda apparently failed to even groom a successor and his ruling party is now a shadow of itself due to lack of good leadership.

Fighting Favouritism by Government Succession Planning
GABRIEL A OKRONIPA, Member
I believe that if all government organizations could put proper succession plans in place and cautiously implement such plans, hardly any vacuum would be still created in any serious governmental organization, upon exit of a CEO.
In putting such plans in place, a critical, continuous and holistic study of the workforce needs to be made without regard to family relations, mostly for post exit defence, which to me is an extension of corruption in most organisations.
Favouritism in the selection of a successor is having serious challenges for many organizations in most developing countries such as Ghana.

Managing Leadership Change in Public Sector
Mwangi Ngamate, Member
Change must always be managed, there is no way out of saying that one will stay indefinitely in government for as long as they please, we have death and other forms of natural attrition, if management is about systems, then it should be systematized to see bloodless transfer of authority, I mean literary and also figuratively.