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Ahmed Khator Manager, Kenya
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Few events in the life of an association are as critical, visible, or stressful as when the leader leaves. The eyes of every member, employee, customer, supplier, and stakeholder are focused on the outgoing executive director or CEO. How such an exit is managed reveals the character and effectiveness of that leader and association.
Once an individual is employed, the process of his replacement starts almost immediately depending on the post, its technical qualification, duration of training, labour force in the market and recruitment process.
A future transition must be prepared well in advance in a process known as succession planning. The process of succession of a CEO for example will be almost immediate since the term of a CEO is the shortest between three and six years while that of an office driver would not be immediate.
My curiosity is in the realization and implementation of this process by government technocrats so that they don't create a vacuum at the exit of current off (...) Read more? Sign up for free
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Osama Kamal Management Consultant, Egypt
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Study the Case of Egypt
I invite every expert to check what happens in Egy (...)
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Jaap de Jonge Editor, Netherlands
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Managers Have Ethics
@Osama Kamal: Of course managers have ethics, at l (...)
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John T Njovu Business Consultant, Zambia
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Succession Planning in Government Needs Monitoring
If there is a succession plan, then there should b (...)
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GABRIEL A OKRONIPA Manager, Ghana
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Fighting Favouritism by Government Succession Planning
I believe that if all government organizations cou (...)
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Mwangi Ngamate
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Managing Leadership Change in Public Sector
Change must always be managed, there is no way out (...)
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Justina Princess Ezeuzoh Nigeria
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Succession of Leadership Important for Both Public and Private Organizations
I have always taken keen interest in succession pl (...)
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Gregory Johnson Coach, United States
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Succession Planning - Public/Private Sector
Throughout much of my career I have followed the s (...)
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